Keep up to date with 2019 employment legislated updates for Ontario, Alberta and BC including employment standards, human rights, privacy, and safety.
The Office of the Information and Privacy Commissioner (OIPC) publishes guidance documents to inform citizens and promote compliance with BC's access and privacy laws.
Tools to promote compliance with BC's privacy laws
The guidance document on "Disclosure of Personal Information of Individuals in Crisis" is available here.
Click here to access the OIPC of British Columbia website.
Bill 2 amends the Alberta Employment Standards Code (ESC) by making changes to the calculations for general holiday day and overtime. It also amends the eligibility for general holiday pay.
Amends Employment Standards Code (ESC)
New regulations on General Holiday Pay and Banked Overtime are as follows:
General Holiday Pay
Banked Overtime and Averaging Agreement
Amends Employment Standards Code(ESC) and Labour Relations Code (LRC)
For an overview of the ESC and LRC amendments, including effective dates, please refer to this article.
If you're interested in the full text of the Bill, check this out.
Check out the latest guidance documents here.
Bill C-81 is Canada's first federal accessibility legislation.The goal of Bill C-81 is to identify, remove, and prevent accessibility barriers in various areas for all persons especially for persons with disability in the society. This bill applies to Parliament, Crown corporations, the federal government and private sector businesses under federal jurisdiction, such as banking, telecommunications and transportation.
Check out this article for pertinent information such as implementation of the bill.
Here's the news release on the bill.
If you're interested in the full text of the bill, check this out.
If passed, Bill 2 would reduce the burden on job creators, restore workplace democracy and get Albertans back to work.
Check out this article for pertinent information on the bill.
Bill 8 amends the Employment Standards Act (ESA). There are several changes to the ESA including employees are now entitled to receive a job protected unpaid leaves under various situations such as to seek medical attention for the employee or eligible person in respect of a physical or psychological injury or disability caused by domestic or sexual violence.
For an overview on the amendments, check this out article.
Here's the original Bill 8 as tabled in the Parliament (look under Bill No. 8).
Bill 30 amends the labour relations code to enhance protections for workers. This bill follows the recommendations as set out in this Labour Relations Code Review Panel Report.
Check out this article on Bill 30.
The Office of the Privacy Commissioner of Canada (OPC) is revisiting its policy position on transborder data flows under the Personal Information Protection and Electronic Documents Act (PIPEDA). This includes cross border disclosures of personal information between organizations.
Deadline to provide feedback is June 4, 2019.
For an overview on the proposed policy change and for information on how to provide feedback, check this out. For the latter, look under section "Feedback criteria and procedures".
The British Columbia government introduced Bill 30, Labour Relations Code Amendment Act, 2019 on April 30, 2019. The Bill proposed amendments to the Code in several areas.
For a list of the proposed amendments that's reader-friendly, check this article by law firm, Lawson Lundell LLP.
You can find a copy of Bill 30 here.
Bill 8, if passed into law, will amend the BC Employment Standards Act in several important areas, including application of the ESA to unionised workplaces.
For a list of the proposed amendments that's reader-friendly, check this article by law firm, Matthews, Dinsdale & Clark LLP.
For a copy of Bill 8, check this out.
Bill 66 amends the Employment Standards Act, 2000. Among the amendments are changes on how employers calculate overtime pay and eliminating the requirement for employers to post a copy of the poster providing information about the Employment Standards Act in the workplace.
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about this change and download the updated templates.
The Ministry of Labour is considering making improvements to the BC Employment Standards Act in several areas. British Columbians have been invited to provide their views before the government makes changes to the BC Employment Standards Act. Deadline to provide feedback is March 31, 2019.
For information on how to provide feedback and a list of areas under consideration, check this out.
Read the final report of the BC Law Institute’s Employment Standards Reform Project here.
PrivacyRight is a new initiatiave launched by the Office of the Information and Privacy Commissioner for British Columbia to assist private organisations with understanding their obligations under PIPA.
Read the News Release of PrivacyRight here.
Sign up for updates on PrivacyRight here.
Bill 47 repeals or amends some provisions of the previous Bill 148 (Fair Workplaces, Better Jobs Act, 2017). The Bill amends the Employment Standards Act, 2000.
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We've removed all the confusion with an easy-to-read comparison table and have updated the templates
so you don't have to!
These guidelines released by The Office of the Privacy Commissioner improves upon the current consent model under the Personal Information Protection and Electronic Documents Act (PIPEDA).
Read more about the Guidelines here.
The average base rate for 2019 is maintained at the same level as 2018, at 1.55% of employers' assessable payroll.
Read more about the Premium Rate for 2019 here.
As of January 1, 2019, Regular Assistance families earning up to $45,000 per year have lower deductibles and/or family maximums. For some of those families, there is no deductible or family maximum.
Read how the FairPharmaCare works and what has changed in 2019 here.
The employer health tax is an annual tax on B.C. remuneration paid to employees and former employees in a calendar year beginning on January 1, 2019.
Read more about the legislation changes.
Employers are required to deduct from their employees EI Premiums from insurable earnings and CPP contributions from pensionable earnings. Employers are also required to contribute an amount equal to the CPP contributions deducted from their employees and pay 1.4 times the amount of the employee's EI premium.
EI Premium Rates and Maximums: Refer to the new rates here.
CPP Contribution Rates, Maximums and Exemptions: Refer to the new rates here.
TD1 is a form used to determine the amount of tax to be deducted from an employee's employment income. These new forms are to be used for wages paid on January 1, 2019 or later.
Get a copy of the 2019 TD1 Federal and Provincial forms here.