Dating relationship agreement ramprate
(1) In this section, "family member" means(a) a member of an employee's immediate family, and(b) any other individual who is a member of a prescribed class.(2) An employee who requests leave under this section is entitled to up to 8 weeks of unpaid leave to provide care or support to a family member if a medical practitioner or nurse practitioner issues a certificate stating that the family member has a serious medical condition with a significant risk of death within 26 weeks, or such other period as may be prescribed, after(a) the date the certificate is issued, or(b) if the leave began before the date the certificate is issued, the date the leave began.(3) The employee must give the employer a copy of the certificate as soon as practicable.(4) An employee may begin a leave under this section no earlier than the first day of the week in which the period under subsection (2) begins.(5) A leave under this section ends on the last day of the week in which the earlier of the following occurs:(a) the family member dies;(b) the expiration of 26 weeks or other prescribed period from the date the leave began.(6) A leave taken under this section must be taken in units of one or more weeks.(7) If an employee takes a leave under this section and the family member to whom subsection (2) applies does not die within the period referred to in that subsection, the employee may take a further leave after obtaining a new certificate in accordance with subsection (2), and subsections (3) to (6) apply to the further leave.
(1) At least semimonthly and within 8 days after the end of the pay period, an employer must pay to an employee all wages earned by the employee in a pay period.(2) Subsection (1) does not apply to(a) overtime wages credited to an employee's time bank, or(b) vacation pay.;"conditions of employment" means all matters and circumstances that in any way affect the employment relationship of employers and employees;"construction" means the construction, renovation, repair or demolition of property or the alteration or improvement of land;"day" means(a) a 24 hour period ending at midnight, or(b) in relation to an employee's shift that continues over midnight, the 24 hour period beginning at the start of the employee's shift;"determination" means any decision made by the director under section 30 (2), 66, 68 (3), 73, 76 (3), 79, 100 or 119;"director" means the Director of Employment Standards appointed under the and, in relation to a function, duty or power that the director has under section 117 of this Act delegated to another person, "director" includes that other person;"domestic" means a person who(a) is employed at an employer's private residence to provide cooking, cleaning, child care or other prescribed services, and(b) resides at the employer's private residence;"employee" includes(a) a person, including a deceased person, receiving or entitled to wages for work performed for another,(b) a person an employer allows, directly or indirectly, to perform work normally performed by an employee,(c) a person being trained by an employer for the employer's business,(d) a person on leave from an employer, and(e) a person who has a right of recall;"employer" includes a person(a) who has or had control or direction of an employee, or(b) who is or was responsible, directly or indirectly, for the employment of an employee;"employment agency" means a person who, for a fee, recruits or offers to recruit employees for employers;"farm labour contractor" means an employer whose employees work, for or under the control or direction of another person, in connection with the planting, cultivating or harvesting of an agricultural product;"former Act" means the , S. (1) Subject to this section, this Act applies to all employees other than those excluded by regulation.(2) If a collective agreement contains any provision respecting a matter set out in Column 1 of the following table, the Part or provision of this Act specified opposite that matter in Column 2 does not apply in respect of employees covered by the collective agreement:(3) If a collective agreement contains no provision respecting a matter set out in Column 1 of the following table, the Part or provision of this Act specified opposite that matter in Column 2 is deemed to be incorporated in the collective agreement as part of its terms:(4) If a collective agreement contains any provision respecting a matter set out in one of the following specified provisions of this Act, that specified provision of this Act does not apply in respect of employees covered by the collective agreement: section 17 .(5) If a collective agreement contains no provision respecting a matter set out in a provision specified in subsection (4), the specified provision of this Act is deemed to be incorporated in the collective agreement as part of its terms.(6) Parts 10, 11 and 13 of this Act do not apply in relation to the enforcement of the following provisions of this Act in respect of an employee covered by a collective agreement: section 9 .(7) If a dispute arises respecting the application, interpretation or operation of(a) a Part or provision of this Act deemed by subsection (3) or (5) to be incorporated in a collective agreement, or(b) a provision specified in subsection (6),the grievance procedure contained in the collective agreement or, if applicable, deemed to be contained in the collective agreement under section 84 (3) of the , applies for the purposes of resolving the dispute.(8) Despite subsection (6), if an arbitration board makes a decision on the merits of a matter in dispute referred to in subsection (7) and the decision is in respect of wages, the arbitration board may refer the decision to the director for the purpose of collecting the wages and, for that purpose, the director may collect the wages under sections 87 to 97 and 99 as if the decision of the arbitration board were an order of the tribunal.(9) In subsection (8), "arbitration board" has the same meaning as in Part 8 of the The requirements of this Act and the regulations are minimum requirements and an agreement to waive any of those requirements, not being an agreement referred to in section 3 (2) or (4), has no effect. The purposes of this Act are as follows:(a) to ensure that employees in British Columbia receive at least basic standards of compensation and conditions of employment;(b) to promote the fair treatment of employees and employers;(c) to encourage open communication between employers and employees;(d) to provide fair and efficient procedures for resolving disputes over the application and interpretation of this Act;(e) to foster the development of a productive and efficient labour force that can contribute fully to the prosperity of British Columbia;(f) to contribute in assisting employees to meet work and family responsibilities.(1) An employer must pay an employee who works over 8 hours a day, and is not working under an averaging agreement under section 37,(a) 1 1/2 times the employee's regular wage for the time over 8 hours, and(b) double the employee's regular wage for any time over 12 hours.(2) An employer must pay an employee who works over 40 hours a week, and is not working under an averaging agreement under section 37, 1 1/2 times the employee's regular wage for the time over 40 hours.(3) For the purpose of calculating weekly overtime under subsection (2), only the first 8 hours worked by an employee in each day are counted, no matter how long the employee works on any day of the week.(4) [Repealed 2002-42-19.] (1) At the written request of an employee, an employer may establish a time bank for the employee and credit the employee's overtime wages to the time bank instead of paying them to the employee within the time required under section 17.(2) Overtime wages must be credited to a time bank at the rates required under section 37 (4), (5) or (6) or 40.(3) If a time bank is established, the employee may at any time request the employer to do one or more of the following:(a) pay the employee all or part of the overtime wages credited to the time bank;(b) allow the employee to use the credited overtime wages to take time off with pay at a time agreed by the employer and the employee;(c) close the time bank.(3.1) The employer may close an employee's time bank after one month's written notice to the employee.(3.2) Within 6 months of closing an employee's time bank under subsection (3.1), the employer must do one of the following:(a) pay the employee all of the overtime wages credited to the time bank at the time it was closed;(b) allow the employee to use the credited overtime wages to take time off with pay;(c) pay the employee for part of the overtime wages credited to the time bank at the time it was closed and allow the employee to use the remainder of the credited overtime wages to take time off with pay.(4) [Repealed 2003-65-6.](5) On termination of employment or on receiving the employee's written request to close the time bank, the employer must pay the employee any amount credited to the time bank.(6) [Repealed 2003-65-6.] An employer must comply with section 45 or 46 in respect of an employee who has been employed by the employer for at least 30 calendar days before the statutory holiday and has(a) worked or earned wages for 15 of the 30 calendar days preceding the statutory holiday, or(b) worked under an averaging agreement under section 37 at any time within that 30 calendar day period.(1) An employee who is given a day off on a statutory holiday, or is given a day off instead of the statutory holiday under section 48, must be paid an amount equal to at least an average day's pay determined by the formula is the amount paid or payable to the employee for work that is done during and wages that are earned within the 30 calendar day period preceding the statutory holiday, including vacation pay that is paid or payable for any days of vacation taken within that period, less any amounts paid or payable for overtime, and An employee who works on a statutory holiday must be paid for that day(a) 1 1/2 times the employee's regular wage for the time worked up to 12 hours,(b) double the employee's regular wage for any time worked over 12 hours, and(c) an average day's pay, as determined using the formula in section 45 (1).
(1) An employment agency must not make a payment, directly or indirectly, to a person for obtaining or assisting in obtaining employment for someone else.(2) A farm labour contractor must not make a payment, directly or indirectly, to a person for whom the farm labour contractor's employees work.(3) A person does not contravene this section by paying for any form of advertisement placed by that person.