This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labour Laws For Breaks Alberta In Contra Costa
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Multi-State
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Contra Costa
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US-002HB
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Employees who do not work the same days every week Regular days of work are days that an employee works most of the time. Regular days are determined by looking at whether an employee worked at least 5 times on that day in the previous 9 weeks. This rule is sometimes called 'The 5 of 9 rule'.
4 weeks of vacation annually after you have completed 10 consecutive years of employment with the same employer.
After 24 consecutive workdays, an employee is entitled to at least 4 days of rest. These rules do not apply if different days of rest are agreed to under a collective agreement. Special rules also apply to the trucking industry — an employee must have 8 hours of rest after completing a shift.
Basic rules For shifts 10 hours or longer, an employee is entitled to two 30-minute breaks. An employee is not entitled to any breaks if their shift is 5 hours or less. If an employer and an employee agree, the break may be taken in 2 periods of at least 15 minutes.
If further information is required, the Alberta Labour Relations Board can be contacted at 1-800-463-2572 or on their website. Monday to Friday, from a.m. – p.m. Or you can contact them by visiting their website.
Employees who do not work the same days every week Regular days are determined by looking at whether an employee worked at least 5 times on that day in the previous 9 weeks. This rule is sometimes called 'The 5 of 9 rule'.
In Alberta, the obligation to provide common law severance arises when an employer terminates an employee without cause, and the employee's entitlement to notice is not fixed by their contract or limited to the statutory minimums set by the Employment Standards Code.
(4) An employer shall not dismiss, suspend, lay off, demote or discipline an employee because the employee has refused to work overtime under subsection (1) or take such a refusal into account in any decision to promote or train the employee.