# embeddings_queue

created_at: 2025-11-28 03:22:02
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-76
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{"local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"al harassment from any person and, whenever they become aware of such behaviour, to put a stop to it. They must, in particular, adopt and make available to their employees a policy to prevent and manage situations of psychological harassment.\nThe policy must set out, in particular,\n1\n° \n \nthe methods and techniques used to identify, control and eliminate the risks of psychological harassment, including a section on behaviour that manifests itself in the form of verbal comments, actions or gestures of a sexual nature;\n2\n° \n \nthe specific information and training programs on psychological harassment prevention that are offered to employees and to the persons designated by the employer to manage a complaint or report;\n3\n° \n \nthe recommendations on behaviour to adopt when participating in work-related social activities;\n4\n° \n \nthe procedures for making complaints or reports to the employer or providing information or documents to the employer, the person designated to manage them, as well as the information on the follow-up that must be given by the employer;\n5\n° \n \nthe measures to protect the persons concerned by a situation of psychological harassment and the persons who have cooperated in the processing of a complaint or report regarding such a situation;\n6\n° \n \nthe process for managing a situation of psychological harassment, including the process that applies to the holding of an inquiry by the employer; and\n7\n° \n \nthe measures to ensure the confidentiality of complaints, re"}


created_at: 2025-11-28 03:22:02
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-77
encoding: FLOAT32
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{"citation_type":"industry_standard","chroma:document":"naging a situation of psychological harassment, including the process that applies to the holding of an inquiry by the employer; and\n7\n° \n \nthe measures to ensure the confidentiality of complaints, reports, information or documents received and to ensure a preservation period of at least two years for the documents made or obtained in the course of managing a situation of psychological harassment.\nNot in force \nThe policy is an integral part of the prevention program or action plan, as the case may be, referred to in section 59, 61.2 or 199 of the Act respecting occupational health and safety (\nchapter S-2.1\n).\n\n\n2002, c. 80, s. 47\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n34\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n18\n1\n1\na\n.\n81.20\n.\n \nThe provisions of sections 81.18, 81.19, 123.15, 123.16 and 123.17, with the necessary modifications, are deemed to be an integral part of every collective agreement. An employee covered by such an agreement must exercise the recourses provided for in the agreement, insofar as any such recourse is available to employees under the agreement. The time limit referred to in section 123.7 applies to the recourses and the parties are required to indicate the time limit in the collective agreement.\nAt any time before the case is taken under advisement, a joint application may be made by the parties to such an agreement to the Minister for the appointment of a person to act as a mediator.\nThe provisions referred to in the first paragraph, including the provisions of","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:03
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-78
encoding: FLOAT32
metadata:
{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","chroma:document":"ion may be made by the parties to such an agreement to the Minister for the appointment of a person to act as a mediator.\nThe provisions referred to in the first paragraph, including the provisions of section 123.7, are deemed to form part of the conditions of employment of every employee appointed under the Public Service Act (\nchapter F-3.1.1\n) who is not governed by a collective agreement. Such an employee must exercise the applicable recourse before the Commission de la fonction publique according to the rules of procedure established pursuant to that Act. The Commission de la fonction publique exercises for that purpose the powers provided for in sections 123.15 and 123.16 of this Act.\nThe third paragraph also applies to the members and officers of bodies.\n\n\n2002, c. 80, s. 47\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n19\n1\n1\na\n.\nDIVISION \nVI\nNOTICE OF TERMINATION OF EMPLOYMENT OR LAYOFF, AND WORK CERTIFICATE\n\n\n1990, c. 73, s. 35\n.\n82\n.\n \nThe employer must give written notice to an employee before terminating the employee's contract of employment or laying the employee off for six months or more.\nThe notice shall be of one week if the employee is credited with less than one year of uninterrupted service, two weeks if the employee is credited with one year to five years of uninterrupted service, four weeks if the employee is credited with five years to ten years of uninterrupted service and eight weeks if the employee is credited with ten years or more of uninterrupted service.\nA no","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:03
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-79
encoding: FLOAT32
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{"document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" service, four weeks if the employee is credited with five years to ten years of uninterrupted service and eight weeks if the employee is credited with ten years or more of uninterrupted service.\nA notice of termination of employment given to an employee during the period when the employee is laid off is absolutely null, except in the case of employment that usually lasts for not more than six months each year due to the influence of the seasons.\nThis section does not deprive an employee of a right granted to the employee under another Act.\n\n\n1979, c. 45, s. 82\n; \n1980, c. 5, s. 7\n; \n1990, c. 73, s. 36\n; \n1999, c. 40, s. 196\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n82.1\n.\n \nSection 82 does not apply to an employee\n1\n° \n \nwho has less than three months of uninterrupted service;\n2\n° \n \nwhose contract for a fixed term or for a specific undertaking expires;\n3\n° \n \nwho has committed a serious fault;\n4\n° \n \nfor whom the end of the contract of employment or the layoff is a result of superior force.\n\n\n1990, c. 73, s. 36\n.\n83\n.\n \nAn employer who does not give the notice prescribed by section 82, or who gives insufficient notice, must pay the employee a compensatory indemnity equal to the employee's regular wage excluding overtime for a period equal to the period or remaining period of notice to which the employee was entitled.\nThe indemnity must be paid at the time the employment is terminated or at the time the employee is laid off for a period expected to last more than six mon","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:04
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-80
encoding: FLOAT32
metadata:
{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"f notice to which the employee was entitled.\nThe indemnity must be paid at the time the employment is terminated or at the time the employee is laid off for a period expected to last more than six months, or at the end of a period of six months after a layoff of indeterminate length, or a layoff expected to last less than six months but which exceeds that period.\nThe indemnity to be paid to an employee remunerated in whole or in part by commission is established from the average of the employee's weekly wage, calculated from the complete periods of pay in the three months preceding the termination of the employment or the layoff.\n\n\n1979, c. 45, s. 83\n; \n1990, c. 73, s. 36\n; \n2002, c. 80, s. 48\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n83.1\n.\n \nIn the case of an employee who, under a collective agreement, is entitled to recall privileges for more than six months, the employer is bound to pay the compensatory indemnity only from the first of the following dates:\n1\n° \n \nthe expiry of the recall privileges of the employee;\n2\n° \n \none year after layoff.\nAn employee referred to in the first paragraph shall not be entitled to the compensatory indemnity\n1\n° \n \nif the employee is recalled before the date on which the employer is bound to pay the indemnity and if subsequently the employee works for a period equal to or longer than that of the notice prescribed by section 82;\n2\n° \n \nif the employee is not recalled owing to superior force.\n\n\n1990, c. 73, s. 36\n; \n2022, c. 22\n2022, c.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified"}


created_at: 2025-11-28 03:22:04
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-81
encoding: FLOAT32
metadata:
{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","chroma:document":"yee works for a period equal to or longer than that of the notice prescribed by section 82;\n2\n° \n \nif the employee is not recalled owing to superior force.\n\n\n1990, c. 73, s. 36\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n83.2\n.\n \nThe Government may, by regulation, determine standards which vary from those provided for in sections 82 to 83.1 in respect of employees governed by the Public Service Act (\nchapter F-3.1.1\n) who, without being permanent employees, are entitled to recall privileges by virtue of their conditions of employment.\n\n\n1990, c. 73, s. 36\n.\n84\n.\n \nAt the expiry of the contract of employment, an employee may require the employer to issue to the employee a work certificate in which the following information, and only the following information, is set forth: the nature and the duration of their employment, the dates on which the employment began and terminated, and the name and address of the employer. The certificate shall not carry any mention of the quality of the work or the conduct of the employee.\n\n\n1979, c. 45, s. 84\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\nDIVISION \nVI.0.1\nNOTICE OF COLLECTIVE DISMISSAL\n\n\n2002, c. 80, s. 49\n.\n84.0.1\n.\n \nThe termination of employment by the employer, including a layoff for a period of six months or more, involving not fewer than 10 employees of the same establishment in the course of two consecutive months constitutes a collective dismissal governed by this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.2\n.\n \nThe following ","jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:05
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-82
encoding: FLOAT32
metadata:
{"verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","chroma:document":"fewer than 10 employees of the same establishment in the course of two consecutive months constitutes a collective dismissal governed by this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.2\n.\n \nThe following employees are not considered to be employees affected by a collective dismissal:\n1\n° \n \nan employee who has less than three months of uninterrupted service;\n2\n° \n \nan employee whose contract for a fixed term or for a specific undertaking expires;\n3\n° \n \nan employee to whom section 83 of the Public Service Act (\nchapter F-3.1.1\n) applies;\n4\n° \n \nan employee who has committed a serious fault;\n5\n° \n \nan employee referred to in section 3.\n\n\n2002, c. 80, s. 49\n.\n84.0.3\n.\n \nThis division does not apply\n1\n° \n \nto the layoff of employees for an indeterminate period, but in fact less than six months;\n2\n° \n \nin respect of an establishment whose activities are seasonal or intermittent;\n3\n° \n \nin respect of an establishment affected by a strike or lock-out within the meaning of the Labour Code (\nchapter C-27\n).\n\n\n2002, c. 80, s. 49\n.\n84.0.4\n.\n \nEvery employer shall, before making a collective dismissal for technological or economic reasons, give notice to the Minister of Employment and Social Solidarity within the following minimum periods:\n1\n° \n \nEight weeks, where the number of employees affected by the dismissal is at least equal to 10 and less than 100;\n2\n° \n \n12 weeks, where the number of employees affected by the dismissal is at least equal to 100 and less than 300;\n3\n° \n \n16 weeks, wh","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:22:05
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-83
encoding: FLOAT32
metadata:
{"verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"ted by the dismissal is at least equal to 10 and less than 100;\n2\n° \n \n12 weeks, where the number of employees affected by the dismissal is at least equal to 100 and less than 300;\n3\n° \n \n16 weeks, where the number of employees affected by the dismissal is at least equal to 300.\nAn employer that gives the notice referred to in the first paragraph is not exempted from giving the notice required by section 82.\n\n\n2002, c. 80, s. 49\n.\n84.0.5\n.\n \nIn the case of a superior force or where an unforeseeable event prevents an employer from respecting the time periods for giving notice set out in section 84.0.4, the employer shall give the Minister a notice of collective dismissal as soon as the employer is in a position to do so.\n\n\n2002, c. 80, s. 49\n.\n84.0.6\n.\n \nAn employer must transmit a copy of the notice of collective dismissal to the certified association representing the employees affected by the dismissal. The employer must post the notice in a conspicuous and readily accessible place in the establishment concerned.\n\n\n2002, c. 80, s. 49\n; \n2025, c. 8\n2025, c. 8\n, \ns. \n77\n1\n.\n84.0.7\n.\n \nThe notice of collective dismissal must be transmitted to the Minister at the place determined by regulation and contain the prescribed information.\nAt the request of the Commission, the Minister must transmit to it a copy of any notice of collective dismissal.\n\n\n2002, c. 80, s. 49\n; \n2025, c. 8\n2025, c. 8\n, \ns. \n78\n1\n.\n84.0.8\n.\n \nDuring the time period set out in section 84.0.4, an employer may ","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:22:05
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-84
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","chroma:document":"t transmit to it a copy of any notice of collective dismissal.\n\n\n2002, c. 80, s. 49\n; \n2025, c. 8\n2025, c. 8\n, \ns. \n78\n1\n.\n84.0.8\n.\n \nDuring the time period set out in section 84.0.4, an employer may not change the wages of an employee affected by the collective dismissal or, where applicable, the group insurance and pension plans recognized in the employee’s place of employment without the written consent of that employee or the certified association representing the employee.\n\n\n2002, c. 80, s. 49\n.\n84.0.9\n.\n \nAt the request of the Minister, the employer and the certified association or, in the absence of such an association, the representatives chosen by the employees affected by the collective dismissal, must, without delay, participate in the establishment of a reclassification assistance committee and collaborate in carrying out the committee’s mission.\nThe committee shall consist of an equal number of representatives of each party or of the number of representatives agreed on by the parties. Each party has one vote only.\n\n\n2002, c. 80, s. 49\n.\n84.0.10\n.\n \nThe mission of the reclassification assistance committee is to provide the employees affected by the collective dismissal with any form of assistance agreed on by the parties to minimize the impact of the dismissal and facilitate the maintenance or re-entry on the labour market of those employees.\nThe committee is responsible, in particular, for evaluating the situation and needs of the employees affected by the dismis","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:06
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-85
encoding: FLOAT32
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{"citation_type":"industry_standard","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"ilitate the maintenance or re-entry on the labour market of those employees.\nThe committee is responsible, in particular, for evaluating the situation and needs of the employees affected by the dismissal, developing a reclassification plan to facilitate the maintenance or re-entry on the labour market of those employees and seeing to the implementation of the plan.\n\n\n2002, c. 80, s. 49\n.\n84.0.11\n.\n \nThe financial contribution of the employer to the operating costs of the reclassification assistance committee and to the reclassification activities shall be agreed on by the employer and the Minister.\nFailing an agreement, the financial contribution of the employer shall be an amount determined by regulation of the Government, per employee affected by the collective dismissal.\nIf the employer fails to make the financial contribution, it may be claimed by the Minister before the competent court.\n\n\n2002, c. 80, s. 49\n.\n84.0.12\n.\n \nOn request, the Minister may, on the conditions the Minister determines, after giving the interested parties an opportunity to present observations, exempt an employer from the application of all or part of the provisions of sections 84.0.9 to 84.0.11, if the employer, in the establishment concerned by the collective dismissal, offers reclassification assistance measures to the employees affected by the dismissal that are equivalent or surpass the measures provided for in this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.13\n.\n \nAn employer who does not give the","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:06
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-86
encoding: FLOAT32
metadata:
{"document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","chroma:document":"ance measures to the employees affected by the dismissal that are equivalent or surpass the measures provided for in this division.\n\n\n2002, c. 80, s. 49\n.\n84.0.13\n.\n \nAn employer who does not give the notice prescribed by section 84.0.4 or who gives insufficient notice must pay to each dismissed employee an indemnity equal to the employee’s regular wages, excluding overtime, for a period equal to the time period or remainder of the time period within which the employer was required to give notice.\nThe indemnity must be paid at the time of the dismissal or at the end of a period of six months after a layoff of indeterminate length or a layoff expected to last less than six months but which exceeds that period.\nAn employer who is in one of the situations described in section 84.0.5 is, however, not required to pay an indemnity.\n\n\n2002, c. 80, s. 49\n.\n84.0.14\n.\n \nNo employee may cumulate the indemnities provided for in sections 83 and 84.0.13. However, an employee shall receive the greater of the indemnities to which the employee is entitled.\n\n\n2002, c. 80, s. 49\n.\n84.0.15\n.\n \nSections 84.0.9 to 84.0.12 do not apply where the number of employees affected by the dismissal is less than 50.\n\n\n2002, c. 80, s. 49\n.\nDIVISION \nVI.1\nRETIREMENT\n\n\n1982, c. 12, s. 2\n.\n84.1\n.\n \nAn employee is entitled to continue to work notwithstanding the fact that the employee has reached or passed the age or number of years of service at which the employee should retire pursuant to a general law or spec","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:07
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-87
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"ntitled to continue to work notwithstanding the fact that the employee has reached or passed the age or number of years of service at which the employee should retire pursuant to a general law or special Act applicable to the employee, pursuant to the retirement plan to which the employee contributes, pursuant to the collective agreement, the arbitration award in lieu thereof or the decree governing the employee, or pursuant to the common practice of the employer.\nHowever, and subject to section 122.1, such right does not prevent an employer or his agent from dismissing, suspending or transferring such an employee for good and sufficient cause.\n\n\n1982, c. 12, s. 2\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\nDIVISION \nVI.2\nWORK PERFORMED BY CHILDREN\n\n\n1997, c. 72, s. 5\n; \n1999, c. 52, s. 11\n.\n84.2\n.\n \nNo employer may have work performed by a child that is disproportionate to the child’s capacity, or that is likely to be detrimental to the child’s education, health or physical or moral development.\n\n\n1997, c. 72, s. 5\n; \n1999, c. 52, s. 11\n.\n84.3\n.\n \nNo employer may have work performed by a child under the age of 14 years, except in the cases and on the conditions determined by regulation of the Government. In such cases, the employer must obtain the written consent of the holder of parental authority over the child or of the child’s tutor using the form established by the Commission.\nThe form specifies the child’s principal tasks, maximum number of hours of work per week and","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","verification_status":"verified","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:22:07
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-88
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","jurisdiction":"CA","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":" of parental authority over the child or of the child’s tutor using the form established by the Commission.\nThe form specifies the child’s principal tasks, maximum number of hours of work per week and periods of availability. Any modification made to any of those elements must be the subject of new written consent.\nThe employer must preserve any consent form as if it were an entry required to be made in the registration system or register referred to in paragraph 3 of section 29.\n\n\n1997, c. 72, s. 5\n; \n1999, c. 52, s. 11\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n2\n1\n.\n84.4\n.\n \nNo employer may have work performed during school hours by a child subject to compulsory school attendance.\nIn addition, no employer may have work performed by such a child for more than 17 hours per week or for more than 10 hours from Monday to Friday. However, these prohibitions do not apply to any period of more than seven consecutive days during which no educational service is offered to the child.\n\n\n1999, c. 52, s. 11\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n3\n1\n.\n84.5\n.\n \nAn employer who has work performed by a child subject to compulsory school attendance must ensure that the child’s work is scheduled so that the child is able to attend school during school hours.\n\n\n1999, c. 52, s. 11\n.\n84.6\n.\n \nNo employer may have work performed by a child between 11 p.m. on any given day and 6 a.m. on the following day, except in the case of a child no longer subject to compulsory school attendance, in the case of newspaper ","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a"}


created_at: 2025-11-28 03:22:08
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-89
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{"local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","document_name":"Labour Standards Act","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"e work performed by a child between 11 p.m. on any given day and 6 a.m. on the following day, except in the case of a child no longer subject to compulsory school attendance, in the case of newspaper deliveries, or in any other case determined by regulation of the Government.\n\n\n1999, c. 52, s. 11\n.\n84.7\n.\n \nAn employer who has work performed by a child must schedule the work so that, having regard to the location of the child’s family residence, the child may be at the family residence between 11 p.m. on any given day and 6 a.m. on the following day, except in the case of a child no longer subject to compulsory school attendance or in the cases, circumstances or periods or under the conditions determined by regulation of the Government.\n\n\n1999, c. 52, s. 11\n.\nDIVISION \nVII\nMISCELLANEOUS OTHER LABOUR STANDARDS\n\n\n1999, c. 85, s. 1\n.\n85\n.\n \nAn employer that requires the wearing of special clothing must supply it free of charge to an employee who is paid the minimum wage. In the case of an employee referred to in section 42.11 or 1019.4 of the Taxation Act (\nchapter I-3\n), the minimum wage is computed on the basis of the wages increased by the tips attributed under that section 42.11 or reported under that section 1019.4, and must at least be equivalent to the minimum wage that does not apply to a particular class of employees.\nThe employer cannot require an amount of money from an employee for the purchase, use or upkeep of special clothing if that would cause the employee to re"}


created_at: 2025-11-28 03:22:08
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-90
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{"jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"not apply to a particular class of employees.\nThe employer cannot require an amount of money from an employee for the purchase, use or upkeep of special clothing if that would cause the employee to receive less than the minimum wage. In the case of an employee referred to in section 42.11 or 1019.4 of the Taxation Act, the minimum wage is computed on the basis of the wages increased by the tips attributed under that section 42.11 or reported under that section 1019.4, and the amount of money required from the employer cannot be such that the employee receives less than the minimum wage that does not apply to a particular class of employees.\nThe employer cannot require an employee to pay for special clothing that identifies the employee as an employee of the employer’s establishment. In addition, the employer cannot require an employee to purchase clothing or accessories that are items in the employer’s trade.\n\n\n1979, c. 45, s. 85\n; \n1990, c. 73, s. 37\n; \n2002, c. 80, s. 50\n.\n85.1\n.\n \nWhere an employer requires the use of material, equipment, raw materials or merchandise in the performance of a contract, the employer must furnish them free of charge to an employee who is paid the minimum wage.\nThe employer cannot require an amount of money from an employee for the purchase, use or maintenance of material, equipment, raw materials or merchandise if the payment would cause the employee to receive less than the minimum wage.\nThe employer cannot require an amount of money from an ","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:09
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-91
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","chroma:document":" maintenance of material, equipment, raw materials or merchandise if the payment would cause the employee to receive less than the minimum wage.\nThe employer cannot require an amount of money from an employee to pay for expenses related to the operations and mandatory employment-related costs of the enterprise.\n\n\n2002, c. 80, s. 51\n.\n85.2\n.\n \nAn employer is required to reimburse an employee for reasonable expenses incurred where, at the request of the employer, the employee must travel or undergo training.\n\n\n2002, c. 80, s. 51\n.\n86\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 86\n; \n2002, c. 80, s. 52\n.\n86.1\n.\n \nAn employee is entitled to retain the status of employee where the changes made by the employer to the mode of operation of the enterprise do not change that status into that of a contractor without employee status.\nWhere the employee is in disagreement with the employer regarding the consequences of the changes on the status of the employee, the employee may file a complaint in writing with the Commission des normes, de l’équité, de la santé et de la sécurité du travail. On receipt of the complaint, the Commission shall make an inquiry and the first paragraph of section 102 and sections 103, 104 and 106 to 110 shall apply, with the necessary modifications.\nIf the Commission refuses to take action following a complaint, the employee may, within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complai","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","citation_type":"industry_standard","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:22:09
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-92
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{"jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"to take action following a complaint, the employee may, within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Administrative Labour Tribunal.\nAt the end of the inquiry, if the Commission agrees to take action, it shall refer the complaint without delay to the Administrative Labour Tribunal for it to rule on the consequences of the changes on the status of the employee.\nThe Administrative Labour Tribunal shall render its decision within 60 days of the filing of the complaint at its offices.\n\n\n2002, c. 80, s. 53\n; \n2015, c. 15, s. 237\n.\n87\n.\n \nThe employer must transmit to the employee any information document concerning labour standards furnished by the Commission.\nThe employer must also, at the request of the Commission and according to its directions, transmit to the employee, post or disseminate any document the Commission furnishes to the employer concerning labour standards.\n\n\n1979, c. 45, s. 87\n; \n1990, c. 73, s. 38\n; \n2002, c. 80, s. 54\n.\nDIVISION \nVII.1\nDIFFERENCES IN TREATMENT\n\n\n1999, c. 85, s. 2\n.\n87.1\n.\n \nNo agreement or decree may, with respect to a matter covered by a labour standard that is prescribed by Divisions I to V.1, VI and VII of this chapter and is applicable to an employee, operate to apply to the employee, solely on the basis of the employee’s hiring date, a condition of employment less advantageous than that which is applicable to other employees perfor","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified"}


created_at: 2025-11-28 03:22:10
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-93
encoding: FLOAT32
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"to an employee, operate to apply to the employee, solely on the basis of the employee’s hiring date, a condition of employment less advantageous than that which is applicable to other employees performing the same tasks in the same establishment.\nThe same applies in respect of a matter corresponding to any of the matters referred to in the first paragraph where a labour standard pertaining to that matter has been fixed by regulation.\nAny distinction made solely on the basis of a hiring date, in relation to pension plans or other employee benefits, that affects employees performing the same tasks in the same establishment is also prohibited.\n\n\n1999, c. 85, s. 2\n; \n2002, c. 80, s. 55\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n35\n1\n.\n87.2\n.\n \nA condition of employment based on seniority or years of service does not contravene section 87.1.\n\n\n1999, c. 85, s. 2\n.\n87.3\n.\n \nThe conditions of employment applied to an employee pursuant to a special arrangement for the handicapped and the conditions of employment applied temporarily to an employee following a reclassification or demotion, an amalgamation of enterprises or an internal reorganization in an enterprise shall be disregarded for the purposes of section 87.1.\nThe wages and wage rules temporarily applied to an employee to prevent the employee from being disadvantaged owing to the employee’s integration into a new wage rate, a wage scale whose range has been modified or a new wage scale shall also be disregarded, provided that\n1\n° \n \nth","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:10
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-94
encoding: FLOAT32
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","chroma:document":"yee from being disadvantaged owing to the employee’s integration into a new wage rate, a wage scale whose range has been modified or a new wage scale shall also be disregarded, provided that\n1\n° \n \nthe wage rate or wage scale is established to be applicable, subject to the situations referred to in the first paragraph, to all employees performing the same tasks in the same establishment; and\n2\n° \n \nthe difference between the wage applied to the employee and the rate or scale established to be applicable to all such employees is progressively eliminated within a reasonable period of time. \n\n\n1999, c. 85, s. 2\n.\nDIVISION \nVIII\nREGULATIONS\n88\n.\n \nThe Government may make regulations exempting such category or categories of employees as it may designate from the whole or a part of the application of Division I of Chapter IV, for such time and on such conditions as it may fix, namely, managerial personnel, employees on commission, employees engaged in logging operations, saw mills and public works, caretakers, employees who receive gratuities or tips, employees contemplated by subparagraphs i, ii and iii of paragraph 10 of section 1, students employed in a vacation camp or in a social or community non-profit organization, such as a recreational organization, and trainees under a program of vocational training or induction recognized by law.\nThe Government may also, as the case may be, fix standards different from those provided in Division I of Chapter IV for the employees contempl","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:22:11
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-95
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"m of vocational training or induction recognized by law.\nThe Government may also, as the case may be, fix standards different from those provided in Division I of Chapter IV for the employees contemplated in the first paragraph.\n\n\n1979, c. 45, s. 88\n; \n1990, c. 73, s. 39, s. 66\n; \n2002, c. 80, s. 56\n.\n89\n.\n \nThe Government, by regulation, may fix labour standards respecting the following matters:\n1\n° \n \nthe minimum wage, which may be established on a time basis, a production basis or any other basis;\n2\n° \n \npay sheets;\n3\n° \n \nthe maximum amount that may be required of an employee for bed and board;\n4\n° \n \nthe standard workweek of employees, particularly that of\na\n) \n \n(subparagraph repealed)\n;\nb\n) \n \nvarious classes of caretakers;\nc\n) \n \nemployees engaged in the retail food trade;\nd\n) \n \nemployees engaged in logging operations;\ne\n) \n \nemployees working in saw mills;\nf\n) \n \nemployees working at public works;\ng\n) \n \nemployees working in an isolated area that is inaccessible by motor road and not connected up to the road network of Québec by any regular transport system;\nh\n) \n \nvarious categories of employees carrying out work in the James Bay territory under the authority of Hydro-Québec, the Société d’énergie de la Baie James or the Société de développement de la Baie James;\ni\n) \n \nthe categories of employees listed in subparagraphs 2, 6 and 7 of the first paragraph of section 54;\n5\n° \n \n(paragraph repealed);\n6\n° \n \nthe other benefits an employee may receive during an absence ","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:22:12
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-96
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{"citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":" \nthe categories of employees listed in subparagraphs 2, 6 and 7 of the first paragraph of section 54;\n5\n° \n \n(paragraph repealed);\n6\n° \n \nthe other benefits an employee may receive during an absence for any of the reasons provided for in section 79.1 or in connection with a leave provided for in section 81.2, 81.4 or 81.10, which may vary according to the nature of the leave or, where applicable, its length;\n6.1\n° \n \nthe cases in which and conditions on which a parental leave may terminate at the latest 104 weeks after the birth or, in the case of an adoption or a parental project involving surrogacy, 104 weeks after the child was entrusted to the employee;\n6.1.1\n° \n \nthe other cases, conditions, times and durations prescribed for the division of a leave provided for in section 81.2, 81.4 or 81.10 into weeks;\n6.2\n° \n \nthe procedure for transmission of the notice of collective dismissal and the information it must contain;\n6.3\n° \n \nthe amount of the employer’s financial contribution to the operating costs of the reclassification assistance committee and to the reclassification activities;\n7\n° \n \n(paragraph repealed)\n;\n8\n° \n \n(paragraph repealed).\n\n\n1979, c. 45, s. 89\n; \n1980, c. 11, s. 127\n; \n1981, c. 23, s. 56\n; \n1990, c. 73, s. 40\n; \n2002, c. 80, s. 57\n; \n2005, c. 13, s. 87\n; \n2007, c. 36, s. 13\n; \n2010, c. 38, s. 8\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n36\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n62\n1\n2\nd\n.\n89.1\n.\n \nThe Government may, by regulation, after consultation with the Comm","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:12
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-97
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{"chroma:document":"2007, c. 36, s. 13\n; \n2010, c. 38, s. 8\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n36\n1\n; \n2023, c. 13\n2023, c. 13\n, \ns. \n62\n1\n2\nd\n.\n89.1\n.\n \nThe Government may, by regulation, after consultation with the Commission, determine the cases in which and conditions on which the prohibitions set out in the first paragraph of section 84.3 and in section 84.6 are not applicable.\nIt may also, in the same manner, determine cases, circumstances, periods or conditions in or under which the obligation imposed by section 84.7 is not applicable.\n\n\n1997, c. 72, s. 6\n; \n1999, c. 52, s. 12\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n4\n1\n.\n90\n.\n \nThe Government may, by regulation, wholly or partly exempt certain institutions or categories of institutions for physical, mental or social re-education from this Act and the regulations and, as the case may be, fix labour standards applicable to the persons working in them.\n\n\n1979, c. 45, s. 90\n; \n1990, c. 73, s. 41\n; \n1992, c. 21, s. 375\n; \n2002, c. 80, s. 58\n.\n90.1\n.\n \nThe Government may, by regulation, exempt certain categories of employees or employers from the application of Division VI.1 and section 122.1.\nA regulation made under the first paragraph may be made to have effect on a date not over six months prior to the date on which it is made.\n\n\n1982, c. 12, s. 3\n.\n91\n.\n \nThe standards contemplated in sections 88 to 90 may vary according to the field of activity and the type of work.\nThey may also vary according to whether or not an employee resides with the empl","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:15
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-98
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{"local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","chroma:document":"1\n.\n \nThe standards contemplated in sections 88 to 90 may vary according to the field of activity and the type of work.\nThey may also vary according to whether or not an employee resides with the employer.\n\n\n1979, c. 45, s. 91\n; \n1980, c. 5, s. 8\n; \n1981, c. 23, s. 57\n; \n1990, c. 73, s. 42\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n92\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 92\n; \n1997, c. 72, s. 7\n.\nDIVISION \nVIII.1\nLABOUR STANDARDS IN THE CLOTHING INDUSTRY\n\n\n1999, c. 57, s. 3\n.\n92.1\n.\n \nAfter consulting with the most representative employees’ and employers’ associations in the clothing industry, the Government may, by regulation, in respect of all employers and employees in the clothing industry that would be covered by a decree referred to in the third paragraph of section 39.0.2 had the decree not expired, fix labour standards respecting the following matters:\n1\n° \n \nthe minimum wage, which may be established on a time basis, a production basis or any other basis;\n2\n° \n \nthe standard workweek;\n3\n° \n \npaid statutory general holidays and the indemnity relating to such holidays, which may be established on a production basis or any other basis;\n4\n° \n \nthe duration of an employee’s annual leave, established according to the employee’s uninterrupted service with the same employer, and the division of and indemnity relating to the leave;\n5\n° \n \nthe duration of the meal period, with or without pay;\n6\n° \n \nthe number of days during which an employee may be absent, with or without pay","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a"}


created_at: 2025-11-28 03:22:16
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-99
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" the division of and indemnity relating to the leave;\n5\n° \n \nthe duration of the meal period, with or without pay;\n6\n° \n \nthe number of days during which an employee may be absent, with or without pay, for family events referred to in sections 80 and 80.1.\nThe regulation may also include any provision similar to the provisions appearing in Divisions I to V.1 of Chapter IV in respect of any matter covered by the regulation.\nFor the purposes of this Act, sections 63 to 66, 71.1, 73, 75 to 77 and 80.2 shall be read with reference to the provisions prescribed pursuant to the first and second paragraphs, with the necessary modifications.\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 1\n.\n92.2\n.\n \n(Repealed).\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 2\n.\n92.3\n.\n \nThe Commission shall establish a specific program for the monitoring of compliance with the labour standards applicable in the clothing industry.\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 3\n.\n92.4\n.\n \n(Repealed).\n\n\n1999, c. 57, s. 3\n; \n2001, c. 47, s. 4\n.\nDIVISION \nVIII.2\nPERSONNEL PLACEMENT AND TEMPORARY FOREIGN WORKERS\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n§ \n1\n.  — \nPlacement agencies and recruitment agencies\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.5\n.\n \nNo one may operate a personnel placement agency or a recruitment agency for temporary foreign workers unless they hold a licence issued by the Commission, in accordance with a regulation of the Government.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.6\n.\n \nNo client enterprise may","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act","verification_status":"verified"}


created_at: 2025-11-28 03:22:16
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-100
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"porary foreign workers unless they hold a licence issued by the Commission, in accordance with a regulation of the Government.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.6\n.\n \nNo client enterprise may retain the services of a personnel placement agency or a recruitment agency for temporary foreign workers that does not hold a licence issued by the Commission, in accordance with a regulation of the Government.\nThe Commission shall make available to the public a list of holders of such licences that it draws up and keeps up to date.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.7\n.\n \nThe Government may, by regulation,\n1\n° \n \ndefine, for the purposes of this Act, what constitutes a personnel placement agency, a recruitment agency for temporary foreign workers, a client enterprise and a temporary foreign worker;\n2\n° \n \nestablish categories of licences and determine, for each category, the activities that may be carried on by an agency;\n3\n° \n \ndetermine any condition of validity of a licence and any restriction or prohibition relating to its issue or maintenance;\n4\n° \n \nprescribe the administrative measures that apply to a licence holder if the obligations under this Act or the regulations are not complied with;\n5\n° \n \ndetermine the obligations of a personnel placement agency or a recruitment agency for temporary foreign workers and those of a client enterprise that retains the services of such an agency; and\n6\n° \n \nprescribe any other measure to protect the rights of employees to wh","verification_status":"verified","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:22:17
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-101
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{"chroma:document":"tment agency for temporary foreign workers and those of a client enterprise that retains the services of such an agency; and\n6\n° \n \nprescribe any other measure to protect the rights of employees to whom this division applies.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2023, c. 24\n2023, c. 24\n, \ns. \n172\n1\n.\n92.7.1\n.\n \nTo obtain or maintain a licence, a personnel placement agency or a recruitment agency for temporary foreign workers must hold a valid certificate issued by the Agence du revenu du Québec.\nThe certificate shows that the agency has filed the returns and reports required under fiscal laws and that it has no overdue amount payable to the Minister of Revenue, in particular where recovery of such an amount has been legally suspended or arrangements have been made to ensure payment of the amount and the agency has not defaulted on the payment arrangements.\nThe certificate is valid until the end of the three-month period following the month in which it was issued.\nAn application for a certificate must be made in the manner provided for in section 1079.8.19 of the Taxation Act (\nchapter I-3\n).\n\n\n2021, c. 15\n2021, c. 15\n, \ns. \n6\n1\n; \n2023, c. 24\n2023, c. 24\n, \ns. \n173\n1\n.\n92.7.2\n.\n \nThe Agence du revenu du Québec shall send the Commission any information required for the purposes of this subdivision.\n\n\n2021, c. 15\n2021, c. 15\n, \ns. \n6\n1\n.\n92.8\n.\n \nAn agency whose licence application is denied, whose licence is suspended or revoked or on which an administrative measure is imp","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:17
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-102
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","chroma:document":"s of this subdivision.\n\n\n2021, c. 15\n2021, c. 15\n, \ns. \n6\n1\n.\n92.8\n.\n \nAn agency whose licence application is denied, whose licence is suspended or revoked or on which an administrative measure is imposed under paragraph 4 of section 92.7 may contest the Commission’s decision before the Administrative Labour Tribunal within 30 days of notification of the decision.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2023, c. 24\n2023, c. 24\n, \ns. \n174\n1\n.\n§ \n2\n.  — \nObligations of a temporary foreign worker’s employer\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.9\n.\n \nAn employer who hires a temporary foreign worker must, without delay, inform the Commission of the worker’s date of arrival, of the term of the contract and, if the departure date does not coincide with the end of the contract, of the departure date and the reasons for the departure.\nThe employer must in addition record that information in the registration system or register kept by the employer in accordance with the regulation made under section 29.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n92.10\n.\n \nIf, following an inquiry, the Commission has grounds to believe that one of the rights of a temporary foreign worker under this Act or a regulation has been violated, the Commission may, even if no complaint is filed and if no settlement is reached, exercise any recourse on behalf of the worker.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.11\n.\n \nNo employer may require a temporary foreign","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-103
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"n if no complaint is filed and if no settlement is reached, exercise any recourse on behalf of the worker.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.11\n.\n \nNo employer may require a temporary foreign worker to entrust custody of personal documents or property to the employer.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n.\n92.12\n.\n \nNo employer may charge a temporary foreign worker fees related to their recruitment, other than fees authorized under a Canadian government program.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n37\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nDIVISION \nIX\nEFFECT OF LABOUR STANDARDS\n93\n.\n \nSubject to any exception allowed by this Act, the labour standards contained in this Act and the regulations are of public order.\nIn an agreement or decree, any provision that contravenes a labour standard or that is inferior thereto is absolutely null.\n\n\n1979, c. 45, s. 93\n; \n1999, c. 40, s. 196\n.\n94\n.\n \nNotwithstanding section 93, an agreement or a decree may grant an employee a more advantageous condition of employment than required in a standard prescribed by this Act or the regulations.\n\n\n1979, c. 45, s. 94\n; \n1980, c. 5, s. 9\n.\n95\n.\n \nAn employer who enters into a contract with a subcontractor, directly or through an intermediary, is solidarily liable with that subcontractor and that intermediary for the pecuniary obligations fixed by this Act or the regulations.\nA personnel placement agency and a client enterprise that, within the framework of a contract with the agency, u","document_name":"Labour Standards Act","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified"}


created_at: 2025-11-28 03:22:18
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-104
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"d that intermediary for the pecuniary obligations fixed by this Act or the regulations.\nA personnel placement agency and a client enterprise that, within the framework of a contract with the agency, uses an employee’s services are solidarily liable for the pecuniary obligations fixed by this Act or the regulations.\n\n\n1979, c. 45, s. 95\n; \n1994, c. 46, s. 8\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n38\n1\n1\n.\n96\n.\n \nThe alienation or concession of the whole or a part of an undertaking does not invalidate any civil claim arising from the application of this Act or a regulation which is not paid at the time of such alienation or concession. The former employer and the new employer are bound solidarily in respect of that claim.\n\n\n1979, c. 45, s. 96\n; \n2002, c. 80, s. 59\n.\n97\n.\n \nThe alienation or concession in whole or in part of the undertaking, or the modification of its juridical structure, namely by amalgamation, division or otherwise, does not affect the continuity of the application of the labour standards.\n\n\n1979, c. 45, s. 97\n.\nCHAPTER \nIV.1\nSPECIAL PROVISION APPLICABLE TO VIOLENCE IN THE WORK ENVIRONMENT\n\n\n2024, c. 4\n2024, c. 4\n, \ns. \n20\n1\n.\n97.1\n.\n \nTo ensure the protection of every person in the work environment, no provision in an agreement or decree may operate to prevent an employer, where the employer imposes a disciplinary measure on an employee for misconduct relating to physical or psychological violence, including sexual violence within the meaning of section 1 of the Ac","verification_status":"verified","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:20
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-105
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{"local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","chroma:document":"yer, where the employer imposes a disciplinary measure on an employee for misconduct relating to physical or psychological violence, including sexual violence within the meaning of section 1 of the Act respecting occupational health and safety (\nchapter S-2.1\n), from taking into account a disciplinary measure that was previously imposed on the employee for misconduct relating to one of those forms of violence.\n\n\n2024, c. 4\n2024, c. 4\n, \ns. \n20\n1\n.\nCHAPTER \nV\nRECOURSES\nDIVISION \nI\nCIVIL RECOURSES\n98\n.\n \nWhere the employer fails to pay to an employee the wage owing to the employee, the Commission, on behalf of that employee, may claim the unpaid wage from that employer.\n\n\n1979, c. 45, s. 98\n; \n1990, c. 73, s. 43\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n99\n.\n \nWhere the employer fails to pay the other pecuniary benefits resulting from the application of this Act or a regulation, the Commission may claim these benefits on the basis of the usual hourly wage of the employee and the employee's gratuities or tips declared and attributed under sections 42.11 and 1019.4 of the Taxation Act (\nchapter I-3\n).\n\n\n1979, c. 45, s. 99\n; \n1983, c. 43, s. 12\n; \n2002, c. 80, s. 60\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\n100\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 100\n; \n1990, c. 73, s. 44\n.\n101\n.\n \nAny settlement of a claim between an employer and an employee which involves a reduction of the amount claimed is absolutely null.\n\n\n1979, c. 45, s. 101\n; \n1999, c. 40, s. 196\n.\n102\n.\n \nSubject to","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:20
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-106
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":".\n \nAny settlement of a claim between an employer and an employee which involves a reduction of the amount claimed is absolutely null.\n\n\n1979, c. 45, s. 101\n; \n1999, c. 40, s. 196\n.\n102\n.\n \nSubject to sections 123 and 123.1, an employee who believes that a right conferred on the employee by this Act or a regulation has been violated may file a complaint in writing with the Commission. Such a complaint may also be filed on behalf of an employee who consents thereto in writing by a non-profit organization dedicated to the defence of employees’ rights.\nIf an employee is subject to a collective agreement or a decree, the complainant must then prove to the Commission that the employee has exhausted their recourses arising out of that agreement or that decree, unless the complaint concerns a condition of employment prohibited by section 87.1; in the latter case, the complainant must prove to the Commission that the employee has not exercised such recourses or that, having exercised them, the employee discontinued proceedings before a final decision was rendered.\n\n\n1979, c. 45, s. 102\n; \n1982, c. 12, s. 4\n; \n1990, c. 73, s. 45\n; \n1999, c. 85, s. 3\n; \n2022, c. 22, ss. 175 and 179\n.\n103\n.\n \nThe Commission shall not, during the inquiry, disclose the identity of an employee by or on behalf of whom a complaint has been filed, unless the latter consents to it.\n\n\n1979, c. 45, s. 103\n; \n1990, c. 73, s. 46\n.\n104\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dis","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-107
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","jurisdiction":"CA","chroma:document":"of whom a complaint has been filed, unless the latter consents to it.\n\n\n1979, c. 45, s. 103\n; \n1990, c. 73, s. 46\n.\n104\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dispatch.\n\n\n1979, c. 45, s. 104\n.\n105\n.\n \nThe Commission may also make an inquiry of its own initiative.\n\n\n1979, c. 45, s. 105\n.\n106\n.\n \nThe Commission may refuse to proceed with an inquiry if it finds that the complaint is frivolous or made in bad faith.\n\n\n1979, c. 45, s. 106\n.\n107\n.\n \nWhere the Commission refuses to proceed with an inquiry under section 106 or where it finds that the complaint is groundless, it shall give notice of its decision to the complainant by registered mail, giving the reasons therefor and informing the employee of their right to apply for a review of the decision.\n\n\n1979, c. 45, s. 107\n; \n1990, c. 73, s. 47\n; \n1992, c. 26, s. 11\n; \nI.N. 2016-01-01 (NCCP)\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n107.1\n.\n \nThe complainant may, within 30 days of receiving the decision referred to in section 107, apply in writing for a review thereof.\nThe Commission must render a final decision by registered mail within 30 days of receiving the application from the complainant.\n\n\n1990, c. 73, s. 48\n; \n1992, c. 26, s. 12\n; \nI.N. 2016-01-01 (NCCP)\n.\n108\n.\n \nThe Commission, or any person it may designate generally or specially for that purpose, is vested, for the purposes of an inquiry contemplated in sections 104 and 105, with the powers and immunity granted to commissione","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:21
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-108
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{"inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","verification_status":"verified","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"any person it may designate generally or specially for that purpose, is vested, for the purposes of an inquiry contemplated in sections 104 and 105, with the powers and immunity granted to commissioners appointed under the Act respecting public inquiry commissions (\nchapter C-37\n), except the power to impose imprisonment.\nThe Commission may authorize a person generally or specially to inquire into a matter relating to this Act or a regulation.  Such person must, upon request, present a certificate of his authority signed by the chairman.\n\n\n1979, c. 45, s. 108\n.\n109\n.\n \nIn proceeding with an inquiry, the Commission or any person designated by it for such purpose may\n1\n° \n \nenter at any reasonable time any place of work or establishment of an employer and make an inspection thereof; such inspection may include the examination of registers, books, accounts, vouchers and other documents;\n2\n° \n \nrequire any information regarding the application of this Act or a regulation, and the production of any document related thereto.\n\n\n1979, c. 45, s. 109\n.\n110\n.\n \nA document contemplated in section 109 which has been examined by the Commission or a person designated by it, or which has been produced to either of them, may be copied or photocopied.  Any copy or photocopy of such document certified true to the original by the chairman or that person is admissible as evidence and has the same probative value as the original.\n\n\n1979, c. 45, s. 110\n.\n111\n.\n \nWhere, following an inquiry, the Com","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-109
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{"chroma:document":"ied true to the original by the chairman or that person is admissible as evidence and has the same probative value as the original.\n\n\n1979, c. 45, s. 110\n.\n111\n.\n \nWhere, following an inquiry, the Commission considers that an amount of money is due to an employee in accordance with this Act or the regulations, it shall demand, by notice in writing, that the employer pay such amount to the Commission within 20 days of the sending of the demand notice.\nThe Commission shall at the same time send a notice to the employee indicating the amount claimed on their behalf.\n\n\n1979, c. 45, s. 111\n; \n1990, c. 73, s. 49\n; \n1992, c. 26, s. 13\n; \n2008, c. 30, s. 6\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nNot in force \n112\n.\n \nIf the employer fails to pay such amount within the time fixed in section 111, the Commission may, of its own authority in the cases provided by regulation made under paragraph 6 of section 29, pay the amount to the employee to the extent provided for in paragraph 6 of section 39.\nThe Commission is thereupon substituted in all the rights of the employee up to the amount thus paid.\n\n\n1979, c. 45, s. 112\n.\n113\n.\n \nThe Commission may take the appropriate action on behalf of the employee at the expiry of the time provided for in section 111.\nThe Commission may also exercise the recourses available to an employee against the directors of a legal person.\n\n\n1979, c. 45, s. 113\n; \n1990, c. 73, s. 50\n; \n1992, c. 26, s. 14\n.\n114\n.\n \nWhere it exercises the recourses provided ","jurisdiction":"CA","citation_type":"industry_standard","verification_status":"verified","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:22:22
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-110
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","chroma:document":"e the recourses available to an employee against the directors of a legal person.\n\n\n1979, c. 45, s. 113\n; \n1990, c. 73, s. 50\n; \n1992, c. 26, s. 14\n.\n114\n.\n \nWhere it exercises the recourses provided for in sections 112 and 113, the Commission may claim, in addition to the amount due under this Act or a regulation, an amount equal to 20% of such amount. This additional amount of 20% belongs entirely to the Commission.\nThe amount due to the employee bears interest at the rate fixed under section 28 of the Tax Administration Act (\nchapter A-6.002\n), from the sending of the demand notice under section 111.\n\n\n1979, c. 45, s. 114\n; \n1990, c. 73, s. 51\n; \n2008, c. 30, s. 7\n; \n2010, c. 31, s. 175\n.\n115\n.\n \nA civil action brought under this Act or a regulation is prescribed by one year from each due date.\nThis prescription runs only from 1 May following the date of execution of the work in respect of employees engaged in logging operations.\n\n\n1979, c. 45, s. 115\n.\n116\n.\n \nA notice of inquiry sent by the Commission to the employer by registered mail suspends prescription in respect of all his employees for six months from the date of mailing.\n\n\n1979, c. 45, s. 116\n; \n1990, c. 73, s. 52\n; \n1992, c. 26, s. 15\n; \nI.N. 2016-01-01 (NCCP)\n.\n117\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 117\n; \n1994, c. 46, s. 9\n.\n118\n.\n \nIn the case of a false entry in the required register, or in the system of registration, or of a secret rebate or any other fraud, prescription runs against the Commission’s recours","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a"}


created_at: 2025-11-28 03:22:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-111
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{"verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","chroma:document":"46, s. 9\n.\n118\n.\n \nIn the case of a false entry in the required register, or in the system of registration, or of a secret rebate or any other fraud, prescription runs against the Commission’s recourses only from the date on which the Commission becomes aware of the fraud.\n\n\n1979, c. 45, s. 118\n.\n119\n.\n \nThe recourses of several employees against the same employer or against the directors of the same legal person may be joined in the same suit, whether it is instituted by the employees or by the Commission, and the total amount claimed determines the jurisdiction of the court, both in first instance and in appeal.\n\n\n1979, c. 45, s. 119\n; \n1992, c. 26, s. 16\n.\n119.1\n.\n \nAll proceedings brought before the civil courts under this Act constitute matters which must be heard and decided by preference.\n\n\n1990, c. 73, s. 53\n.\n120\n.\n \nAfter being put in default by the Commission, an employer cannot validly discharge the amounts forming the object of the claim except by remitting them to the Commission.  This provision does not apply in the case of an action brought by the employee themself.\n\n\n1979, c. 45, s. 120\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nd\n.\n121\n.\n \nSubject to section 112 and to the first paragraph of section 114, the Commission shall remit to the employee the amount it collects by exercising the employee's recourse.\nAt the request of the Minister of Employment and Social Solidarity, the Commission shall deduct from that amount the amount repayable under section 90 of ","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:22:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-112
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{"local_path":"raw/canada/labour-standards-act.html","chroma:document":"llects by exercising the employee's recourse.\nAt the request of the Minister of Employment and Social Solidarity, the Commission shall deduct from that amount the amount repayable under section 90 of the Individual and Family Assistance Act (\nchapter A-13.1.1\n). The Commission shall remit the amount thus deducted to the Minister of Employment and Social Solidarity.\n\n\n1979, c. 45, s. 121\n; \n1988, c. 51, s. 120\n; \n1992, c. 44, s. 81\n; \n1994, c. 12, s. 50\n; \n1997, c. 63, s. 128\n; \n1998, c. 36, s. 184\n; \n2001, c. 44, s. 30\n; \n2005, c. 15, s. 165\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\nb\n.\nDIVISION \nI.1\nRECOURSE AGAINST CERTAIN DIFFERENCES IN TREATMENT\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.1\n.\n \nAn employee who believes they have been the victim of a distinction referred to in the third paragraph of section 87.1 may file a complaint in writing with the Commission. Such a complaint must be filed within 12 months of the distinction becoming known to the employee. It may also be filed, on behalf of an employee who consents to it in writing, by a non-profit organization dedicated to the defence of employees’ rights.\nIf the complaint is filed within that time with the Administrative Labour Tribunal, failure to file the complaint with the Commission cannot be invoked against the complainant.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n121.2\n.\n \nIf an employee is subject to a collective agreement or a decree, the complainant must then prove","jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","citation_type":"industry_standard","document_name":"Labour Standards Act","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:22:23
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-113
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","chroma:document":"plainant.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n121.2\n.\n \nIf an employee is subject to a collective agreement or a decree, the complainant must then prove to the Commission that the employee has not exercised their recourses arising out of that agreement or decree, or that, having exercised them, the employee discontinued proceedings before a final decision was rendered.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n121.3\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dispatch.\nSections 103 to 110 and 123.3 apply to the inquiry, with the necessary modifications.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.4\n.\n \nIf the Commission refuses to take action following a complaint, the employee or, if applicable, the organization, with the employee’s written consent, may, within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.5\n.\n \nAt the end of the inquiry, if no settlement is reached between the parties and the Commission agrees to pursue the complaint, it shall refer the complaint without delay to the Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.6\n.\n \nThe Commission may represent an employee in a proceeding under this division before the Administrative Labour Tribuna","jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation"}


created_at: 2025-11-28 03:22:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-114
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{"chroma:document":" Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.6\n.\n \nThe Commission may represent an employee in a proceeding under this division before the Administrative Labour Tribunal.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.7\n.\n \nThe provisions of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\n121.8\n.\n \nIf the Administrative Labour Tribunal considers that the employee has been the victim of a prohibited distinction, it may render any decision it believes fair and reasonable, taking into account all the circumstances of the matter, including\n1\n° \n \norder that the distinction no longer be made;\n2\n° \n \norder that an employee be made a member of a pension plan, or make other employee benefits applicable to the employee; and\n3\n° \n \norder the employer to pay the employee an indemnity for the loss resulting from the distinction.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n39\n1\n.\nDIVISION \nII\nRECOURSE AGAINST PROHIBITED PRACTICES\n\n\n1990, c. 73, s. 54\n.\n122\n.\n \nNo employer or his agent may dismiss, suspend or transfer an employee, practise discrimination or take reprisals against the employee, or impose any other sanction upon the employee\n1\n° \n \non the ground that such employee has exercised a","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-115
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":" suspend or transfer an employee, practise discrimination or take reprisals against the employee, or impose any other sanction upon the employee\n1\n° \n \non the ground that such employee has exercised a right, other than the right contemplated in section 84.1, conferred on the employee by this Act or a regulation;\n1.1\n° \n \non the ground that an inquiry is being conducted by the Commission in an establishment of the employer;\n2\n° \n \non the ground that such employee has given information to the Commission or one of its representatives on the application of the labour standards or that the employee has given evidence in a proceeding related thereto;\n2.1\n° \n \non the ground that the employee has made a report to the employer or his agent concerning psychological harassment behaviour targeting another person or has cooperated in the processing of a report or complaint regarding such behaviour;\n3\n° \n \non the ground that a seizure of property in the hands of a third person has been or may be effected against such employee;\n3.1\n° \n \non the ground that such employee is a debtor of support subject to the Act to facilitate the payment of support (\nchapter P-2.2\n);\n4\n° \n \non the ground that such employee is pregnant;\n5\n° \n \nfor the purpose of evading the application of this Act or a regulation;\n6\n° \n \non the ground that the employee has refused to work beyond the employee’s regular hours of work because the employee’s presence was required to fulfil obligations relating to the care, health ","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:22:24
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-116
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","citation_type":"industry_standard","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"\n6\n° \n \non the ground that the employee has refused to work beyond the employee’s regular hours of work because the employee’s presence was required to fulfil obligations relating to the care, health or education of the employee’s child or the child of the employee’s spouse, or because of the state of health of a relative within the meaning of section 79.6.1 or a person for whom the employee acts as a caregiver, even though the employee had taken the reasonable steps within the employee’s power to assume those obligations otherwise;\n7\n° \n \non the ground of a disclosure by an employee of a wrongdoing within the meaning of the Anti-Corruption Act (\nchapter L-6.1\n), on the ground of a non-compliance with an Act referred to in section 7 of the Act respecting the regulation of the financial sector  (\nchapter E-6.1\n)  or on the ground of an employee’s cooperation in an audit or an investigation regarding such a wrongdoing or non-compliance;\n8\n° \n \non the ground that such employee has exercised a right arising from the Voluntary Retirement Savings Plans Act (\nchapter R-17.0.1\n);\n9\n° \n \nfor the purpose of evading the application of the Voluntary Retirement Savings Plans Act;\n10\n° \n \non the ground of a communication by an employee to the inspector general of Ville de Montréal or the employee’s cooperation in an investigation conducted by the inspector general under Division VI.0.1 of Chapter II of the Charter of Ville de Montréal, metropolis of Québec (\nchapter C-11.4\n);\n11\n° \n \n(subp"}


created_at: 2025-11-28 03:22:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-117
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"yee’s cooperation in an investigation conducted by the inspector general under Division VI.0.1 of Chapter II of the Charter of Ville de Montréal, metropolis of Québec (\nchapter C-11.4\n);\n11\n° \n \n(subparagraph repealed);\n12\n° \n \non the ground of a report of maltreatment made by an employee or of the employee’s cooperation in the examination of a report or complaint of maltreatment under the Act to combat maltreatment of seniors and other persons of full age in vulnerable situations (\nchapter L-6.3\n);\n13\n° \n \non the ground that the employee has sent information to the syndic of a professional order to the effect that a professional has committed an offence referred to in section 116 of the Professional Code (\nchapter C-26\n);\n14\n° \n \non the ground of a communication of information made in good faith by the employee under section 56 of the Act respecting the Autorité des marchés publics (\nchapter A-33.2.1\n) or of the employee’s cooperation in an audit or investigation conducted on the ground of such a communication;\n15\n° \n \non the ground of a communication of information in good faith by the employee under section 20 of the Municipal Ethics and Good Conduct Act (\nchapter E-15.1.0.1\n) or the employee’s cooperation in a search for information or an inquiry conducted by the Commission municipale du Québec under Division I of Chapter III of that Act;\n16\n° \n \non the ground that the employee has, in good faith, communicated information referred to in section 123.6 of the Act respecting","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","citation_type":"industry_standard","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-118
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","chroma:document":"unicipale du Québec under Division I of Chapter III of that Act;\n16\n° \n \non the ground that the employee has, in good faith, communicated information referred to in section 123.6 of the Act respecting labour relations, vocational training and workforce management in the construction industry (\nchapter R-20\n) to the Commission de la construction du Québec or cooperated in an inquiry, verification or inspection carried out on the basis of such a communication;\n17\n° \n \non the ground that the employee has, in good faith, communicated information to the Régie du bâtiment du Québec under section 129.2.1 of the Building Act (\nchapter B-1.1\n) or cooperated in an inquiry, verification or inspection carried out on the basis of such a communication;\n18\n° \n \non the ground that the employee has been summoned as a prospective juror under the Jurors Act (\nchapter J-2\n) or that the employee has acted as a juror;\n19\n° \n \non the ground that the employee has been called to attend at court or that the employee has acted as a witness before a court of justice;\n20\n° \n \non the ground that the employee has made a report or filed a complaint, cooperated in the processing of a report or complaint or accompanied a person who has made a report or filed a complaint under the Act respecting the National Student Ombudsman (\nchapter P-32.01\n); or\n21\n° \n \non the ground that the employee filed a complaint, communicated information or cooperated in an inspection or investigation under Chapter VII.3 of the Educ","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","citation_type":"industry_standard","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a"}


created_at: 2025-11-28 03:22:25
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-119
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{"verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","jurisdiction":"CA","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"nt Ombudsman (\nchapter P-32.01\n); or\n21\n° \n \non the ground that the employee filed a complaint, communicated information or cooperated in an inspection or investigation under Chapter VII.3 of the Educational Childcare Act.\nAn employer must of his own initiative transfer a pregnant employee if the conditions of employment are physically dangerous to the employee or the employee’s unborn child. The employee may refuse the transfer by presenting a medical certificate attesting that the conditions of employment are not dangerous as alleged.\n\n\n1979, c. 45, s. 122\n; \n1980, c. 5, s. 10\n; \n1982, c. 12, s. 5\n; \n1990, c. 73, s. 55\n; \n1995, c. 18, s. 95\n; \n2002, c. 80, s. 61\n; \n2011, c. 17, s. 56\n; \n2014, c. 3, s. 3\n; \n2013, c. 26, s. 134\n; \nI.N. 2014-07-01\n; \nI.N. 2016-01-01 (NCCP)\n; \n2016, c. 34, s. 44\n; \n2017, c. 10, s. 28\n; \n2017, c. 11\n2017, c. 11\n, \ns. \n148\n1\n; \n 2018, c. 21\n 2018, c. 21\n, \ns. \n40\n1\n; \n2018, c. 23, s. 779\n; \n2018, c. 12\n2018, c. 12\n, \ns. \n2\n1\n; \nI.N. 2018-06-30\n; \n2018, c. 23, s. 811\n; \n2018, c. 13, s. 41\n; \n2018, c. 8, s. 194\n; \n2017, c. 27\n2017, c. 27\n, \ns. \n202\n1\n; \n2020, c. 12\n2020, c. 12\n, \ns. \n156\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n176\n1\n1\na\n; \n2022, c. 17\n2022, c. 17\n, \ns. \n94\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n21\n1\n; \n2024, c. 6\n2024, c. 6\n, \ns. \n33\n1\n; \n2024, c. 21\n2024, c. 21\n, \ns. \n47\n1\n.\n122.1\n.\n \nNo employer or his agent may dismiss, suspend or retire an employee, practice discrimination or take reprisals against the employee on the ground that the em"}


created_at: 2025-11-28 03:22:26
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-120
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":" c. 21\n2024, c. 21\n, \ns. \n47\n1\n.\n122.1\n.\n \nNo employer or his agent may dismiss, suspend or retire an employee, practice discrimination or take reprisals against the employee on the ground that the employee has reached or passed the age or the number of years of service at which the employee should retire pursuant to a general law or special Act applicable to the employee, pursuant to the retirement plan to which  the employee contributes, pursuant to the collective agreement, the arbitration award in lieu thereof or the decree governing the employee, or pursuant to the common practice of the employer.\n\n\n1982, c. 12, s. 6\n; \n2002, c. 80, s. 62\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n122.2\n.\n \n(Repealed).\n\n\n1990, c. 73, s. 56\n; \n2002, c. 80, s. 63\n.\n123\n.\n \nAn employee who believes they have been the victim of a practice prohibited by section 122 and who wishes to assert the rights must do so before the Commission des normes, de l’équité, de la santé et de la sécurité du travail within 45 days of the occurrence of the practice complained of.\nIf the complaint is filed within that time to the Administrative Labour Tribunal, failure to file the complaint with the Commission des normes, de l’équité, de la santé et de la sécurité du travail cannot be invoked against the complainant.\n\n\n1979, c. 45, s. 123\n; \n1990, c. 73, s. 57\n; \n1999, c. 40, s. 196\n; \n2001, c. 26, s. 140\n; \n2002, c. 80, s. 64\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n123.1\n.\n \nSecti","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","document_name":"Labour Standards Act","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:26
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-121
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{"verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","chroma:document":"nt.\n\n\n1979, c. 45, s. 123\n; \n1990, c. 73, s. 57\n; \n1999, c. 40, s. 196\n; \n2001, c. 26, s. 140\n; \n2002, c. 80, s. 64\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n123.1\n.\n \nSection 123 applies to every employee who believes they have been dismissed, suspended or retired on the ground set forth in section 122.1.\nHowever, the time limit to file such a complaint is then increased to 90 days.\n\n\n1982, c. 12, s. 7\n; \n2001, c. 26, s. 141\n; \n2002, c. 80, s. 65\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n123.2\n.\n \nThe presumption resulting from the application of the second paragraph of section 123.4 shall continue to apply for not less than 20 weeks after the employee has returned to work at the end of a leave provided for in section 81.2, 81.4 or 81.10.\n\n\n1990, c. 73, s. 58\n; \n2002, c. 80, s. 66\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n177\n1\n.\n123.3\n.\n \nThe Commission, with the agreement of the parties, may appoint a person who shall endeavour to settle the complaint to the satisfaction of the parties.\nOnly a person who has not already acted in the matter in question in another capacity may be appointed for this purpose by the Commission.\nThe person appointed under the first paragraph may put an end to the mediation if he considers in the circumstances that his intervention is not useful or appropriate; in such a case, the person shall notify the parties in writing.\nAny verbal or written information gathered by the person appointed under the first paragraph must rem","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-122
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","chroma:document":"tion is not useful or appropriate; in such a case, the person shall notify the parties in writing.\nAny verbal or written information gathered by the person appointed under the first paragraph must remain confidential. He may not be compelled to divulge anything that has been revealed to him or that has come to his knowledge in the performance of his duties, or to produce before a court or before any body or person fulfilling a judicial or quasi judicial function any document made or obtained in the performance of his duties, except in penal matters, where the court considers that such proof is necessary for a full and complete defence. Notwithstanding section 9 of the Act respecting Access to documents held by public bodies and the Protection of personal information (\nchapter A-2.1\n), no person shall have a right of access to any such document.\n\n\n1990, c. 73, s. 58\n; \n1992, c. 61, s. 416\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n22\n1\n.\n123.4\n.\n \nIf no settlement is reached following receipt of the complaint by the Commission des normes, de l’équité, de la santé et de la sécurité du travail, the latter shall, without delay, refer the complaint to the Administrative Labour Tribunal.\nThe provisions of the Labour Code (\nchapter C-27\n) and of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) applicable to a remedy relating to the exercise by an employee of a right arising out of that Code apply, with the necessary modifications.\nThe Administrative Labour Tribunal ma","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-123
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","chroma:document":"nal (\nchapter T-15.1\n) applicable to a remedy relating to the exercise by an employee of a right arising out of that Code apply, with the necessary modifications.\nThe Administrative Labour Tribunal may not, however, order the reinstatement of a domestic or person whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in the employer’s dwelling.\n\n\n2002, c. 80, s. 67\n; \n2015, c. 15, ss. 180 and 237\n.\n123.5\n.\n \nThe Commission may, in any proceeding relating to this division, represent an employee who is not a member of a group of employees covered by a certification pursuant to the Labour Code (\nchapter C-27\n).\n\n\n2002, c. 80, s. 67\n.\nDIVISION \nII.1\nRECOURSE AGAINST PSYCHOLOGICAL HARASSMENT\n\n\n2002, c. 80, s. 68\n.\n123.6\n.\n \nAn employee who believes they have been the victim of psychological harassment may file a complaint in writing with the Commission. Such a complaint may also be filed by a non-profit organization dedicated to the defence of employees’ rights on behalf of one or more employees who consent thereto in writing.\nWith the employee’s consent, the Commission shall send to the Commission des droits de la personne et des droits de la jeunesse, under the terms of an agreement entered into by those organizations and approved by the Minister, any complaint that concerns discriminatory behaviour filed in accordance with this division. The agreement must also stipulate cooperative arrangements between those two organizatio","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified"}


created_at: 2025-11-28 03:22:27
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-124
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{"jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","document_name":"Labour Standards Act","chroma:document":"d by the Minister, any complaint that concerns discriminatory behaviour filed in accordance with this division. The agreement must also stipulate cooperative arrangements between those two organizations, in particular to ensure any delay in sending the complaint is not prejudicial to the employee.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n41\n1\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\ne\n.\n123.7\n.\n \nAny complaint concerning psychological harassment must be filed within two years of the last incidence of the offending behaviour.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n42\n1\n.\n123.8\n.\n \nOn receipt of a complaint, the Commission shall make an inquiry with due dispatch.\nSections 103 to 110 and 123.3 shall apply to the inquiry, with the necessary modifications.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n43\n1\n.\n123.9\n.\n \nIf the Commission refuses to take action following a complaint, the employee or, if applicable, the organization with the employee’s written consent, may within 30 days of the Commission’s decision under section 107 or 107.1, make a written request to the Commission for the referral of the complaint to the Administrative Labour Tribunal.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.10\n.\n \nThe Commission may, at any time, during the inquiry and with the agreement of the parties, request the Minister to appoint a person to act as a mediator. The Commission may, at the request of the employee, assist and advise the employee d","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified"}


created_at: 2025-11-28 03:22:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-125
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","jurisdiction":"CA","citation_type":"industry_standard","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","local_path":"raw/canada/labour-standards-act.html","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"g the inquiry and with the agreement of the parties, request the Minister to appoint a person to act as a mediator. The Commission may, at the request of the employee, assist and advise the employee during mediation.\nThe third and fourth paragraphs of section 123.3 apply to the mediation provided for in the first paragraph.\n\n\n2002, c. 80, s. 68\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n44\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n23\n1\n.\n123.11\n.\n \nIf the employee is still bound to the employer by a contract of employment, the employee is deemed to be at work during mediation sessions.\n\n\n2002, c. 80, s. 68\n.\n123.12\n.\n \nAt the end of the inquiry, if no settlement is reached between the parties and the Commission agrees to pursue the complaint, it shall refer the complaint without delay to the Administrative Labour Tribunal.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.13\n.\n \nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may represent an employee in a proceeding under this division before the Administrative Labour Tribunal.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.14\n.\n \nThe provisions of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 181\n.\n123.15\n.\n \nIf the Administr","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:22:28
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-126
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","citation_type":"industry_standard","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 181\n.\n123.15\n.\n \nIf the Administrative Labour Tribunal considers that the employee has been the victim of psychological harassment and that the employer has failed to fulfil the obligations imposed on employers under section 81.19, it may render any decision it believes fair and reasonable, taking into account all the circumstances of the matter, including the discriminatory nature of the behaviour, such as\n1\n° \n \nordering the employer to reinstate the employee;\n2\n° \n \nordering the employer to pay the employee an indemnity up to a maximum equivalent to wages lost;\n3\n° \n \nordering the employer to take reasonable action to put a stop to the harassment;\n4\n° \n \nordering the employer to pay moral damages to the employee;\n4.1\n° \n \nordering the employer to pay punitive damages to the employee;\n5\n° \n \nordering the employer to pay the employee an indemnity for loss of employment;\n6\n° \n \nordering the employer to pay for the psychological support needed by the employee for a reasonable period of time determined by the Tribunal;\n7\n° \n \nordering the modification of the disciplinary record of the employee.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n45\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n24\n1\n1\n.\n123.16\n.\n \nParagraphs 2, 4 and 6 of section 123.15 do not apply to a period during which the employ","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:29
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id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-127
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{"sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","chroma:document":"\n2015, c. 15, s. 237\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n45\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n24\n1\n1\n.\n123.16\n.\n \nParagraphs 2, 4 and 6 of section 123.15 do not apply to a period during which the employee is suffering from an employment injury within the meaning of the Act respecting industrial accidents and occupational diseases (\nchapter A‐3.001\n) that results from psychological harassment.\nWhere the Administrative Labour Tribunal considers it probable that, pursuant to section 123.15, the psychological harassment entailed an employment injury for the employee, it shall reserve its decision with regard to paragraphs 2, 4 and 6.\n\n\n2002, c. 80, s. 68\n; \n2015, c. 15, s. 237\n.\n123.17\n.\n \nWhere a settlement is reached following a complaint concerning psychological harassment, the parties concerned by the complaint undertake to preserve the confidentiality of anything said, written or done during the settlement process. The parties may, however, by written agreement, agree to relieve each other from the duty of confidentiality, in which case they must specify in the agreement the elements to which the agreement applies and indicate in the agreement when it takes effect.\n\n\n2024, c. 4\n2024, c. 4\n, \ns. \n25\n1\n.\nDIVISION \nIII\nRECOURSE AGAINST DISMISSALS NOT MADE FOR GOOD AND SUFFICIENT CAUSE\n124\n.\n \nAn employee credited with two years of uninterrupted service in the same enterprise who believes they have not been dismissed for a good and sufficient cause may present a complaint in writi","citation_type":"industry_standard","jurisdiction":"CA"}


created_at: 2025-11-28 03:22:29
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-128
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{"jurisdiction":"CA","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":"E\n124\n.\n \nAn employee credited with two years of uninterrupted service in the same enterprise who believes they have not been dismissed for a good and sufficient cause may present a complaint in writing to the Commission des normes, de l’équité, de la santé et de la sécurité du travail or mail it to the address of the Commission des normes, de l’équité, de la santé et de la sécurité du travail within 45 days of the dismissal, except where a remedial procedure, other than a recourse in damages, is provided elsewhere in this Act, in another Act or in an agreement.\nIf the complaint is filed with the Administrative Labour Tribunal within this period, failure to have presented it to the Commission des normes, de l’équité, de la santé et de la sécurité du travail cannot be set up against the complainant.\n\n\n1979, c. 45, s. 124\n; \n1990, c. 73, s. 59\n; \n2001, c. 26, s. 142\n; \n2002, c. 80, s. 69\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n178\n1\n2\n.\n125\n.\n \nUpon receiving the complaint, the Commission des normes, de l’équité, de la santé et de la sécurité du travail may, with the agreement of the parties, appoint a person who shall endeavour to settle the complaint to the satisfaction of the interested parties. The second, third and fourth paragraphs of section 123.3 apply for the purposes of this section.\nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may require from the employer a writing containing the reasons for dismissing the employe","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_type":"industry_standard"}


created_at: 2025-11-28 03:22:29
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-129
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{"verification_status":"verified","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","citation_type":"industry_standard","last_verified_date":"2025-11-28T03:20:00.432335+00:00","chroma:document":"the purposes of this section.\nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may require from the employer a writing containing the reasons for dismissing the employee. It must provide a copy of this writing to the employee, on demand.\n\n\n1979, c. 45, s. 125\n; \n1990, c. 73, s. 60\n; \n2001, c. 26, s. 143\n; \n2015, c. 15, s. 237\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n26\n1\n.\n126\n.\n \nIf no settlement is reached following receipt of the complaint by the Commission des normes, de l’équité, de la santé et de la sécurité du travail, the Commission des normes, de l’équité, de la santé et de la sécurité du travail shall, without delay, refer the complaint to the Administrative Labour Tribunal.\n\n\n1979, c. 45, s. 126\n; \n1983, c. 22, s. 104\n; \n1990, c. 73, s. 61\n; \n2001, c. 26, s. 144\n; \n2002, c. 80, s. 70\n; \n2015, c. 15, s. 237\n.\n126.1\n.\n \nThe Commission des normes, de l’équité, de la santé et de la sécurité du travail may, in a proceeding under this division, represent an employee who does not belong to a group of employees to which certification has been granted under the Labour Code (\nchapter C-27\n).\n\n\n1997, c. 2, s. 2\n; \n2001, c. 26, s. 145\n; \n2015, c. 15, s. 237\n.\n127\n.\n \nThe provisions of the Act to establish the Administrative Labour Tribunal (\nchapter T-15.1\n) that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessar"}


created_at: 2025-11-28 03:22:30
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-130
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{"citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","document_name":"Labour Standards Act","last_verified_date":"2025-11-28T03:20:00.432335+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","chroma:document":" that pertain to the Administrative Labour Tribunal, its members, their decisions and the exercise of their jurisdiction and section 100.12 of the Labour Code (\nchapter C-27\n) apply, with the necessary modifications.\n\n\n1979, c. 45, s. 127\n; \n1990, c. 73, s. 61\n; \n2001, c. 26, s. 146\n; \n2015, c. 15, s. 182\n.\n128\n.\n \nWhere the Administrative Labour Tribunal considers that the employee has been dismissed without good and sufficient cause, the Tribunal may\n1\n° \n \norder the employer to reinstate the employee;\n2\n° \n \norder the employer to pay to the employee an indemnity up to a maximum equivalent to the wage the employee would normally have earned had the employee not been dismissed;\n3\n° \n \nrender any other decision the Tribunal believes fair and reasonable, taking into account all the circumstances of the matter.\nHowever, in the case of a domestic or a person whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, the Administrative Labour Tribunal may only order the payment to the employee of an indemnity corresponding to the wage and other benefits of which the employee was deprived due to dismissal.\n\n\n1979, c. 45, s. 128\n; \n1990, c. 73, s. 62\n; \n2001, c. 26, s. 147\n; \n2002, c. 80, s. 71\n; \n2015, c. 15, s. 237\n; \n2022, c. 22\n2022, c. 22\n, \ns. \n179\n1\n2\na\n.\n129\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 129\n; \n1990, c. 73, s. 63\n; \n2001, c. 26, s. 148\n.\n130\n.\n \nThe decision of the Administrative Labour Tribunal under this division is wi","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:30
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-131
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","inventory_path":"6. CANADA / 6.2 Provincial Legislation","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","verification_status":"verified","chroma:document":", c. 22\n, \ns. \n179\n1\n2\na\n.\n129\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 129\n; \n1990, c. 73, s. 63\n; \n2001, c. 26, s. 148\n.\n130\n.\n \nThe decision of the Administrative Labour Tribunal under this division is without appeal. It shall bind both the employer and the employee.\n\n\n1979, c. 45, s. 130\n; \n1990, c. 73, s. 64\n; \n2001, c. 26, s. 149\n; \n2015, c. 15, s. 237\n.\n131\n.\n \nThe Administrative Labour Tribunal shall send forthwith a true copy of its decision to the Commission.\n\n\n1979, c. 45, s. 131\n; \n1990, c. 73, s. 64\n; \n2001, c. 26, s. 150\n; \n2015, c. 15, s. 237\n.\n132\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 132\n; \n1990, c. 73, s. 64\n.\n133\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 133\n; \n1990, c. 73, s. 64\n.\n134\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 134\n; \n1990, c. 73, s. 64\n.\n135\n.\n \n(Replaced).\n\n\n1979, c. 45, s. 135\n; \n1990, c. 73, s. 64\n.\nCHAPTER \nVI\nRepealed, 2002, c. 80, s. 72\n\n\n2002, c. 80, s. 72\n.\n136\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 136\n; \n2002, c. 80, s. 72\n.\n137\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 137\n; \n1999, c. 40, s. 196\n; \n2002, c. 80, s. 72\n.\n138\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 138\n; \n2002, c. 80, s. 72\n.\nCHAPTER \nVII\nPENAL PROVISIONS\n\n\n1992, c. 61, s. 417\n.\n139\n.\n \nEvery employer is guilty of an offence and is liable to a fine of $600 to $1,200 and, for any subsequent conviction, to a fine of $1,200 to $6,000, who\n1\n° \n \nknowingly destroys, alters or falsifies\na\n) \n \na register;\nb\n) \n \nthe registration system;\nc\n) \n \na document dealing with the carrying out of this Act or a regulation;\n2\n°"}


created_at: 2025-11-28 03:22:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-132
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","jurisdiction":"CA","chroma:document":"$1,200 to $6,000, who\n1\n° \n \nknowingly destroys, alters or falsifies\na\n) \n \na register;\nb\n) \n \nthe registration system;\nc\n) \n \na document dealing with the carrying out of this Act or a regulation;\n2\n° \n \nfails, neglects or refuses to keep a document contemplated in paragraph 1.\n\n\n1979, c. 45, s. 139\n; \n1986, c. 58, s. 65\n; \n1990, c. 4, s. 609\n; \n1991, c. 33, s. 87\n; \n1997, c. 85, s. 367\n.\n140\n.\n \nEvery person is guilty of an offence and is liable to a fine of $600 to $1,200 and, for any subsequent conviction, to a fine of $1,200 to $6,000, who\n1\n° \n \nhinders in any way the Commission or any person authorized by it in the discharge of their duties;\n2\n° \n \ndeceives them by concealment or false declaration;\n3\n° \n \nrefuses to give them any information or document they are entitled to obtain under this Act;\n4\n° \n \nconceals a document or anything related to an inquiry;\n5\n° \n \nis a party to an agreement stipulating conditions of employment inferior to labour standards determined under this Act or the regulations; or\n6\n° \n \ncontravenes any other provision of this Act or the regulations except sections 81.19, 81.20, 84.2 to 84.7, 92.5 and 92.6 and subparagraphs 7, 10 and 13 to 20 of the first paragraph of section 122.\n\n\n1979, c. 45, s. 140\n; \n1986, c. 58, s. 66\n; \n1990, c. 4, s. 610\n; \n1991, c. 33, s. 88\n; \n1997, c. 85, s. 368\n; \n2011, c. 17, s. 57\n; \n2014, c. 3, s. 4\n; \nI.N. 2014-07-01\n; \n2016, c. 34\n2016, c. 34\n, \ns. \n45\n1\n; \n2017, c. 11\n2017, c. 11\n, \ns. \n149\n1\n; \n2018, c. 21\n2018,"}


created_at: 2025-11-28 03:22:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-133
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","jurisdiction":"CA","chroma:document":"91, c. 33, s. 88\n; \n1997, c. 85, s. 368\n; \n2011, c. 17, s. 57\n; \n2014, c. 3, s. 4\n; \nI.N. 2014-07-01\n; \n2016, c. 34\n2016, c. 34\n, \ns. \n45\n1\n; \n2017, c. 11\n2017, c. 11\n, \ns. \n149\n1\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n46\n1\n; \n2018, c. 12\n2018, c. 12\n, \ns. \n3\n1\n; \nI.N. 2018-06-30\n; \n2018, c. 13, s. 42\n; \n2018, c. 8, s. 195\n; \n2017, c. 27\n2017, c. 27\n, \ns. \n203\n1\n; \n2020, c. 12\n2020, c. 12\n, \ns. \n157\n1\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n5\n1\n; \n2022, c. 17\n2022, c. 17\n, \ns. \n95\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n27\n1\n; \n2024, c. 21\n2024, c. 21\n, \ns. \n48\n1\n.\n140.1\n.\n \nEvery person who contravenes any of sections 81.19, 81.20, 84.2 to 84.7, 92.5 and 92.6 is guilty of an offence and is liable to a fine of $600 to $6,000 and, for any subsequent conviction, to a fine of $1,200 to $12,000.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n47\n1\n; \n2023, c. 11\n2023, c. 11\n, \ns. \n6\n1\n; \n2024, c. 4\n2024, c. 4\n, \ns. \n28\n1\n.\n141\n.\n \nEvery person who attempts to commit an offence contemplated in sections 139 to 140.1, or aids or incites another person to commit an offence against this Act or a regulation, is guilty of an offence and liable to the penalties provided for such offence.\n\n\n1979, c. 45, s. 141\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n48\n1\n.\n141.1\n.\n \nEvery employer who does not give the notice required by section 84.0.4, or who gives insufficient notice, is guilty of an offence and is liable to a fine of $1,500 for each week or part of a week of failure to comply or late compliance.\nThe fines collected pursuan","legal_disclaimer":"This information is for reference only and does not constitute legal advice."}


created_at: 2025-11-28 03:22:31
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-134
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"84.0.4, or who gives insufficient notice, is guilty of an offence and is liable to a fine of $1,500 for each week or part of a week of failure to comply or late compliance.\nThe fines collected pursuant to the first paragraph shall be credited to the Labour Market Development Fund established under section 58 of the Act respecting the Ministère de l’Emploi et de la Solidarité sociale and the Commission des partenaires du marché du travail (\nchapter M-15.001\n).\n\n\n2002, c. 80, s. 73\n; \n2007, c. 3, s. 69\n; \n2011, c. 18, s. 260\n.\n142\n.\n \nIf a legal person or a representative, mandatary or employee of a legal person, partnership or association without legal personality commits an offence under this Act or its regulations, the directors or officers of the legal person, partnership or association without legal personality are presumed to have committed the offence unless it is established that they exercised due diligence, taking all necessary precautions to prevent the offence.\nFor the purposes of this section, in the case of a partnership, all partners, except special partners, are presumed to be directors of the partnership unless there is evidence to the contrary appointing one or more of them, or a third person, to manage the affairs of the partnership.\n\n\n1979, c. 45, s. 142\n; \n1999, c. 40, s. 196\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n49\n1\n.\n143\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 143\n; \n1990, c. 4, s. 611\n; \n1992, c. 61, s. 418\n.\n144\n.\n \nPenal proceedings for an offence under a provi","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_type":"industry_standard","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","verification_status":"verified"}


created_at: 2025-11-28 03:22:32
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-135
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{"jurisdiction":"CA","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":", c. 40, s. 196\n; \n2018, c. 21\n2018, c. 21\n, \ns. \n49\n1\n.\n143\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 143\n; \n1990, c. 4, s. 611\n; \n1992, c. 61, s. 418\n.\n144\n.\n \nPenal proceedings for an offence under a provision of this Act shall be prescribed by one year from the date on which the prosecutor became aware of the commission of the offence.  However, no proceedings may be instituted where more than five years have elapsed from the commission of the offence.\n\n\n1979, c. 45, s. 144\n; \n1992, c. 61, s. 419\n.\n145\n.\n \n(Repealed).\n\n\n1979, c. 45, s. 145\n; \n1992, c. 61, s. 420\n.\n145.1\n.\n \nPenal proceedings for an offence under this Act may be instituted by the Commission.\n\n\n2015, c. 15, s. 183\n.\n146\n.\n \nNo evidence shall be permitted in view of establishing that any action or suit contemplated by this Act was brought following upon the complaint of an informer, or of discovering the identity of an informer.\n\n\n1979, c. 45, s. 146\n.\n147\n.\n \nThe Commission may designate from among the members of its personnel the persons who shall be entrusted with the carrying out of this Act.\n\n\n1979, c. 45, s. 147\n; \n1990, c. 4, s. 612\n; \n1992, c. 61, s. 421\n.\nCHAPTER \nVIII\nMISCELLANEOUS, TRANSITIONAL AND FINAL PROVISIONS\n148\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 148\n.\n149\n.\n \nIn any Act, regulation, ordinance or proclamation and in any order in council, contract or other document, any reference to the Minimum Wage Act is deemed to be a reference to this Act or to the equivalent provision of this Act.\n\n\n1979, c. 45, ","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","verification_status":"verified"}


created_at: 2025-11-28 03:22:32
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-136
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{"citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_type":"industry_standard","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","chroma:document":"ation and in any order in council, contract or other document, any reference to the Minimum Wage Act is deemed to be a reference to this Act or to the equivalent provision of this Act.\n\n\n1979, c. 45, s. 149\n.\n150\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 150\n.\n151\n.\n \nEvery regulation made and every resolution adopted by the Commission du salaire minimum remains in force, except where it is inconsistent with this Act, until it is repealed, amended or replaced by a regulation or resolution of the Commission des normes du travail.\n\n\n1979, c. 45, s. 151\n.\n152\n.\n \nOrdinances adopted by the Commission du salaire minimum concerning matters which may be the object of a regulation under sections 88 and 89 remain in force, in respect of matters that can be regulated, until they are repealed, amended or replaced by a regulation made under the said sections.  Such ordinances have, for the purposes of this Act, the same value and effect as a regulation made under this Act.\nNotwithstanding section 52, an employee contemplated in subparagraph \nb\n of paragraph 4 of section 89 shall have a standard workweek only from the coming into force of the regulation fixing it.\n\n\n1979, c. 45, s. 152\n.\n153\n.\n \nThe Commission des normes du travail succeeds the Commission du salaire minimum and, for that purpose, acquires the rights and assumes the liabilities of that body.\n\n\n1979, c. 45, s. 153\n.\n154\n.\n \nEvery matter pending before the Commission du salaire minimum and every case not yet prescribed under the Mini","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:22:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-137
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{"document_name":"Labour Standards Act","jurisdiction":"CA","verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","last_verified_date":"2025-11-28T03:20:00.432335+00:00","inventory_path":"6. CANADA / 6.2 Provincial Legislation","local_path":"raw/canada/labour-standards-act.html","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","chroma:document":"ires the rights and assumes the liabilities of that body.\n\n\n1979, c. 45, s. 153\n.\n154\n.\n \nEvery matter pending before the Commission du salaire minimum and every case not yet prescribed under the Minimum Wage Act (\nchapter S-1\n) at the time the latter is replaced, is continued and decided without continuance of suit, in accordance with this Act, by the Commission des normes du travail.\n\n\n1979, c. 45, s. 154\n.\n155\n.\n \nThe secretary and the members of the personnel of the Commission du salaire minimum in office on 15 April 1980 become, without other formality, the secretary and the members of the personnel of the Commission des normes du travail.\n\n\n1979, c. 45, s. 155\n.\n156\n.\n \nNotwithstanding section 8, a commissioner of the Commission du salaire minimum who becomes a part-time member of the Commission des normes du travail may, by giving notice to the Commission administrative des régimes de retraite et d’assurances, continue to contribute to the pension plan applicable to him on the basis of the salary he would receive if he held office on a full-time basis.\n\n\n1979, c. 45, s. 156\n; \n1983, c. 24, s. 88\n.\n157\n.\n \nExcept in respect of what concerns minimum wage and maternity leave, which applies from 16 April 1980, a collective agreement in force pursuant to the Labour Code (\nchapter C-27\n) on 16 April 1980 continues to have effect until the date of its expiry, even where it fails to include one or another of the labour standards adopted under this Act or where any of its provi","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365"}


created_at: 2025-11-28 03:22:33
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-138
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{"verification_status":"verified","document_name":"Labour Standards Act","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","citation_type":"industry_standard","inventory_path":"6. CANADA / 6.2 Provincial Legislation","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","local_path":"raw/canada/labour-standards-act.html","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","chroma:document":"er C-27\n) on 16 April 1980 continues to have effect until the date of its expiry, even where it fails to include one or another of the labour standards adopted under this Act or where any of its provisions is contrary to any of such standards.\nThe same rule applies to a collective agreement negotiated in accordance with the Labour Code and signed within ninety days after 16 April 1980 and to a decree passed, prolonged or renewed within the same period of time.\nThe first paragraph applies, with the necessary modifications, to a decree in force on 16 April 1980 until the date of its expiry, prolongation or renewal.\n\n\n1979, c. 45, s. 157\n; \n1980, c. 5, s. 11\n.\n158\n.\n \nThis Act applies to employees who exercise functions that were not subject to an order adopted pursuant to the Minimum Wage Act (\nchapter S-1\n) from the coming into force of the regulations made under the second paragraph of section 88 and paragraph 4 of section 89 respecting them.\nHowever, the provisions relating to maternity leave apply from 16 April 1980.\n\n\n1979, c. 45, s. 158\n.\n158.1\n.\n \nThe Government may, by regulation, determine minimum conditions of employment respecting the matters listed in section 92.1 applicable, until the coming into force of a regulation made under that section but for a period not exceeding 42 months beginning on 1 July 2000, to employees who perform work which, had it been performed before that date, would have been within the fields of activity covered by one of the decrees listed "}


created_at: 2025-11-28 03:22:34
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-139
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{"legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","chroma:document":"ing 42 months beginning on 1 July 2000, to employees who perform work which, had it been performed before that date, would have been within the fields of activity covered by one of the decrees listed in the third paragraph of section 39.0.2. The minimum conditions of employment respecting the matters listed in subparagraphs 1, 2 and 4 of the first paragraph of section 92.1 may vary according to the factors specified for those matters in any of such decrees. In addition, the hours of the standard workweek may be distributed as provided for in any of such decrees.\nThe Government may also, by regulation, prescribe any provision it considers expedient in order to harmonize the minimum conditions of employment applicable to the employees where such conditions vary from one decree to another, in particular a variation in the duration of the reference year provided for in section 66, as well as any provision similar to the provisions appearing in Divisions I to V.1 of Chapter IV in respect of any matter covered by the regulation.\nFor the purposes of this Act, the minimum conditions of employment determined under this section are deemed to be labour standards, and sections 63 to 66, 71.1, 73, 75 to 77 and 80.2 shall be read with reference to the provisions prescribed pursuant to the first and second paragraphs, with the necessary modifications.\n\n\n1999, c. 57, s. 4\n; \n2001, c. 47, s. 5\n.\n158.2\n.\n \nWhere the nature of the work performed by an employee gives rise to a difficulty in the ","citation_type":"industry_standard","jurisdiction":"CA","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","last_verified_date":"2025-11-28T03:20:00.432335+00:00","document_name":"Labour Standards Act","local_path":"raw/canada/labour-standards-act.html"}


created_at: 2025-11-28 03:22:34
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-140
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{"authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","chroma:document":"t and second paragraphs, with the necessary modifications.\n\n\n1999, c. 57, s. 4\n; \n2001, c. 47, s. 5\n.\n158.2\n.\n \nWhere the nature of the work performed by an employee gives rise to a difficulty in the application of the minimum conditions of employment determined under section 158.1, the Commission may refer the difficulty to a single arbitrator as if it were a case of double coverage under the Act respecting collective agreement decrees (\nchapter D-2\n), and the provisions of sections 11.4 to 11.9 of that Act apply, with the necessary modifications.\n\n\n1999, c. 57, s. 4\n.\n158.3\n.\n \nSubject to paragraph 2 of section 3 and unless the work serves to procure profit to the employer, the provisions of this Act, in respect of an employee whose exclusive duty is to take care of or provide care to a child or to a sick, handicapped or aged person, in that person’s dwelling, including, where so required, the performance of domestic duties that are directly related to the immediate needs of that person, apply from 1 June 2004.\nNotwithstanding the first paragraph, the Government may, before 1 June 2004, fix by regulation the minimum wage payable to that employee, which may vary according to the situation of the employee or of the employer, or according to the nature of the care. The regulation may also, where applicable, provide for a gradual increase of that minimum wage, which must attain the minimum wage payable to the other employees to whom this Act applies not later than 30 June 2006.","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","last_verified_date":"2025-11-28T03:20:00.432335+00:00","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","document_name":"Labour Standards Act"}


created_at: 2025-11-28 03:22:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-141
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{"jurisdiction":"CA","citation_type":"industry_standard","document_name":"Labour Standards Act","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","local_path":"raw/canada/labour-standards-act.html","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","chroma:document":"may also, where applicable, provide for a gradual increase of that minimum wage, which must attain the minimum wage payable to the other employees to whom this Act applies not later than 30 June 2006.\nThe Government may also, by regulation, prescribe rules that apply to payment to that employee of indemnities relating to statutory general holidays with pay and annual leave.\n\n\n2002, c. 80, s. 74\n.\n159\n.\n \n(Amendment integrated into c. C-25, a. 294.1).\n\n\n1979, c. 45, s. 159\n.\n160\n.\n \n(Amendment integrated into c. D-2, s. 16).\n\n\n1979, c. 45, s. 160\n.\n161\n.\n \n(Amendment integrated into c. D-2, s. 26).\n\n\n1979, c. 45, s. 161\n.\n162\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 162\n.\n163\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 163\n.\n164\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 164\n.\n165\n.\n \n(Amendment integrated into c. E-15, ss. 13, 16).\n\n\n1979, c. 45, s. 165\n.\n166\n.\n \n(Amendment integrated into c. F-1.1, ss. 4-6, 9, 17.1-17.2).\n\n\n1979, c. 45, s. 166\n.\n167\n.\n \n(Amendment integrated into c. M-33, ss. 5.1-5.2).\n\n\n1979, c. 45, s. 167\n.\n168\n.\n \n(Amendment integrated into c. M-33, schedule I).\n\n\n1979, c. 45, s. 168\n.\n169\n.\n \nThe Government may authorize the Minister of Finance to pay or advance to the Commission the sums necessary to pay the salaries, allowances and indemnities or social benefits of the secretary of the Commission and of its members and personnel and the other expenses necessary for the application of this Act.  To repay these sums, the Commission must pay the Minister of Finance out of its revenue","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","verification_status":"verified","inventory_path":"6. CANADA / 6.2 Provincial Legislation","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00"}


created_at: 2025-11-28 03:22:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-142
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{"last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","document_name":"Labour Standards Act","inventory_path":"6. CANADA / 6.2 Provincial Legislation","verification_status":"verified","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","citation_type":"industry_standard","local_path":"raw/canada/labour-standards-act.html","chroma:document":"e Commission and of its members and personnel and the other expenses necessary for the application of this Act.  To repay these sums, the Commission must pay the Minister of Finance out of its revenue.\n\n\n1979, c. 45, s. 169\n.\n169.1\n.\n \nThe Minister shall, every seven years, report to the Government on the carrying out of this Act.\nThe report is tabled by the Minister in the National Assembly within the next 30 days or, if the Assembly is not sitting, within 30 days of resumption. The competent committee of the National Assembly shall examine the report.\n\n\n2018, c. 21\n2018, c. 21\n, \ns. \n50\n1\n.\n170\n.\n \nThe Minister is responsible for the application of this Act, except Chapter III.1 which is under the administration of the Minister of Revenue and sections 84.0.1 to 84.0.7 and 84.0.9 to 84.0.12, which are under the administration of the Minister of Employment and Social Solidarity.\n\n\n1979, c. 45, s. 170\n; \n1994, c. 46, s. 10\n; \n2002, c. 80, s. 75\n.\nThe Minister of Finance exercises the functions of the Minister of Revenue provided for in this Act. Order in Council 442-2025 dated 26 March 2025, (2025) 157 G.O. 2 (French), 2275.\n170.1\n.\n \nSections 33 to 38 and 88 to 92 have effect from 20 March 1980.\n\n\n1980, c. 5, s. 14\n.\n171\n.\n \n(Omitted).\n\n\n1979, c. 45, s. 171\n.\n172\n.\n \n(This section ceased to have effect on 17 April 1987).\n\n\n1982, c. 21, s. 1\n; \nU. K., 1982, c. 11, Sch. B, Part I, s. 33\n.\nSCHEDULE I\n(Repealed).\n\n\n1979, c. 45, Schedule I; 1982, c. 8, s. 38\n; \n1982, c. 9, s. 38\n;","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a"}


created_at: 2025-11-28 03:22:35
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-143
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{"verification_status":"verified","citation_id":"if://citation/6af0444a-295c-472d-a806-f5bb7abd518a","document_name":"Labour Standards Act","sha256":"74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365","last_verified_date":"2025-11-28T03:20:00.432335+00:00","jurisdiction":"CA","local_path":"raw/canada/labour-standards-act.html","chroma:document":"n ceased to have effect on 17 April 1987).\n\n\n1982, c. 21, s. 1\n; \nU. K., 1982, c. 11, Sch. B, Part I, s. 33\n.\nSCHEDULE I\n(Repealed).\n\n\n1979, c. 45, Schedule I; 1982, c. 8, s. 38\n; \n1982, c. 9, s. 38\n; \n1986, c. 81, s. 1\n; \n1990, c. 73, s. 65\n.\nREPEAL SCHEDULES\nIn accordance with section 17 of the Act respecting the consolidation of the statutes and regulations (chapter R-3), chapter 45 of the statutes of 1979, in force on 1 November 1980, is repealed, except sections 150 and 171, effective from the coming into force of chapter N-1.1 of the Revised Statutes.\nIn accordance with section 17 of the Act respecting the consolidation of the statutes and regulations (chapter R-3), section 75 of chapter 45 of the statutes of 1979, in force on 31 December 1981, is repealed effective from the coming into force of the updating to 31 December 1981 of chapter N-1.1 of the Revised Statutes.\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nCopier\n\n\n\n\nSélectionner cet élément\n\n\nSélectionner l'élément parent\n\n\nDésélectionner tous les éléments\n\n\n\n\nCopier vers Rédaction\n\n\nCopier vers LAW\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\t\t\t\tCopier vers le presse-papier\n\t\t\t\t\n\n\n×\n\n\n\n\n\n\n\n\n\n\t\t\t\t\tPour copier : Ctrl+C\n\t\t\t\t\n\n\n\n\n\n\n\n\n\n\nOK\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n \n0\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nNous joindre\n\n\nPlan du site\n\n\nQuébec.ca\n\n\nAccessibilité\n\n\nPolitique de confidentialité\n\n\n\n\n\n\n\n\n© Gouvernement du Québec\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nSélections\n\n\n\n\n×\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nAfficher\n\n\nLes sélections du document courant\n\n\nToutes les sélections de la colle","citation_type":"industry_standard","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","inventory_path":"6. CANADA / 6.2 Provincial Legislation","authoritative_source_url":"https://www.legisquebec.gouv.qc.ca/en/document/cs/N-1.1"}


created_at: 2025-11-28 03:22:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Labour Standards Act-74378c3e9cdd436c1cade59725764179394f78ab538738323663e16d171c2365-144
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created_at: 2025-11-28 03:22:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Fair Work Act 2009-7f39c94be15396c06dcbf0eee8b8f204ec4d5df8e1c0f97667250b084f12e943-0
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{"last_verified_date":"2025-11-28T03:20:00.432364+00:00","legal_disclaimer":"This information is for reference only and does not constitute legal advice.","chroma:document":"\n\n\n\nFair Work Act 2009 - Federal Register of Legislation\n\n\n\n\n\n\n\n\n\n\n\n\nSkip to main\nHelp and resources\n Register\n for My Account\n Sign in\n to My Account\nSearch\nAustralian Government\nFederal Register of Legislation\nSite navigation\n Constitution \n Acts \n Legislative instruments \n Notifiable instruments \n Gazettes \n Administrative Arrangements \n Prerogative instruments \n Norfolk Island \nHome\nActs\nIn force\nText \nDetails \nAuthorises \nDownloads \nAll versions \nInteractions \nFair Work Act 2009\n In force\n\nAdministered by \n Attorney-General's Department \n Department of Employment and Workplace Relations \nLatest version\nView as made version\nOrder print copy\nSave this title to My Account\nSet up an alert\nC2025C00644 C69\n07 November 2025\nAll versions\n Show known future amendments \nCompilation date\nFilter by compilation date\nBefore\nAfter\nBetween\nBefore date\n*\nShow Compilation date date picker\n Apply filter \n Clear \nComp no.\n Show only compiled versions \n Apply filter \n Clear \nID\nFilter by ID\nApply filter\nCancel filter\n \n Notes \n Includes amendments \n07 Nov 2025\n  C69 \nC2025C00644\nFair Work Amendment (Baby Priya’s) Act 2025 (C2025A00056)\n\n\nsch 1 (items 1-7)\n30 Aug 2025\n - \n06 Nov 2025\n  C68 \nC2025C00518\nFair Work Amendment (Protecting Penalty and Overtime Rates) Act 2025 (C2025A00037)\n\n\nsch 1 (items 1, 2)\n26 Feb 2025\n - \n29 Aug 2025\n  C67 \nC2025C00150\nFair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 (C2024A00002)\n\n\nsch 1 (items 63, 65-69)\n01 Jan 2025\n - \n25 Feb 2025\n  C66 \nC2","inventory_path":"7. AUSTRALIA / 7.1 Federal Legislation","authoritative_source_url":"https://www.legislation.gov.au/Series/C2009A00028","citation_type":"legal_statute","document_name":"Fair Work Act 2009","local_path":"raw/australia/fair-work-act-2009.html","verification_status":"verified","sha256":"7f39c94be15396c06dcbf0eee8b8f204ec4d5df8e1c0f97667250b084f12e943","citation_id":"if://citation/ba58e9b7-e9af-4875-af31-41d0283304ed","jurisdiction":"AU"}


created_at: 2025-11-28 03:22:36
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Fair Work Act 2009-7f39c94be15396c06dcbf0eee8b8f204ec4d5df8e1c0f97667250b084f12e943-1
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created_at: 2025-11-28 03:22:37
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Fair Work Act 2009-7f39c94be15396c06dcbf0eee8b8f204ec4d5df8e1c0f97667250b084f12e943-2
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created_at: 2025-11-28 03:22:37
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Copyright Act 1968-3e2692e356935714e3ae194386ceb8e42219c67c273306c7c8a1d9e6c8a14699-0
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created_at: 2025-11-28 03:22:38
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Copyright Act 1968-3e2692e356935714e3ae194386ceb8e42219c67c273306c7c8a1d9e6c8a14699-1
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created_at: 2025-11-28 03:22:38
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Copyright Act 1968-3e2692e356935714e3ae194386ceb8e42219c67c273306c7c8a1d9e6c8a14699-2
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created_at: 2025-11-28 03:22:39
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Privacy Act 1988-2278aef569d3be13a79b9c5a718ecd11bb094d46d4680d26a11d5812c750730b-0
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created_at: 2025-11-28 03:22:39
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
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created_at: 2025-11-28 03:22:39
topic: persistent://default/default/4137acb2-16ce-454d-b45d-491d6e9d234b
id: Privacy Act 1988-2278aef569d3be13a79b9c5a718ecd11bb094d46d4680d26a11d5812c750730b-2
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