14 .1. A worker may, by written agreement with the employer, defer or cancel the worker`s right to annual leave for a specified year of employment. In Part III of the Canadian Labour Code and Canadian labour standards, they do not distinguish between the types of work regimes. The average may be accepted for a group of workers with different types of work agreements (full-time, planned or unplanned, permanent, part-time, part-time, casual or seasonal) provided the funding criteria are met. These workers, who work in atypical jobs, are subject to the same maximum and standard hours as full-time workers in the same situation. 9 In a median period, hours of work can be planned and effectively worked, regardless of section 173 of the Act. (f) the notice is more than three months, but not more than 12 months, and the employee retains the recall rights under a collective agreement for the duration of the termination. 3. Where a worker is entitled to annual leave and there is no agreement between the employer and the worker on the date of the leave, the employer must give the worker at least two weeks after the worker`s annual leave begins.
If an average 13-week period is not sufficient, a 26-week period can leave enough room for seasonal variations over two 26-week periods. (i) any general leave or other leave with a salary granted to the worker under Section V of the Act, any dismissal concerning the replacement of general leave, which must be reserved under Section 195 of the Act, and for workers who are not, proof that the substitution was authorized in accordance with paragraph 195 , paragraph 2, of the law; Application of the working hours covered by Section 169, paragraph 2 of Part III of the Canadian Labour Code and Section 6 of the Canadian Labour Standards Regime. On the other hand, the schedule of the following average could be considered if necessary for operational reasons (the figures in brackets are the number of hours actually provided and the RDO means the normal day): Canada`s labour regulations provide that the average can be adopted for periods of two weeks or more consecutively if the irregular allocation of hours does not result in one of the two (a) hours scheduled regularly. or (b) regularly scheduled hours, where the number of hours varies from one hour to the next (see 6 (1)). Special plans, employment arrangements or modified hours could have an impact on overtime rules. For example, when it is a compressed work week (four days, 10 hours a day), overtime applies to all hours above 10 hours per day. A derogation in regularly scheduled hours must occur within a cycle of two weeks or more if the dependant period is adopted in accordance with Section 6 of the Canada Labour Standards Regulations. While the requirement to pay overtime is reviewed at the end of a funding period, two types of flexibility are allowed by means that can be made available to an employer: a worker is still entitled to overtime pay, while, as part of a funding agreement for: (N.2) any written notification, any written question or written agreement entered into in accordance with Division I or I.1 of the Act , a; (j) with respect to the average working time covered in Section 6, all information relating to average hours of work, possible reductions in standard and maximum working hours will end at points 6, 8 and 9, and the number of hours for which the worker was entitled to overtime pay or where free time was granted for overtime; For staggered agreements, the following conditions apply: 22 For the calculation and determination of wages, the monetary value of another room, housing or allowance is considered to be the money a worker receives for his employment, the intermediate amount agreed between the employer and the worker, or where there is no such agreement or if the agreed amount i