INTRODUCTION
Under the Constitution of Canada, the authority to make laws is divided between the federal Parliament of Canada and the legislatures of the ten provinces. The Parliament of Canada has jurisdiction to enact laws in a variety of areas including:
Approximately ten per cent of all employees in Canada are subject to the employment and labour relations legislation enacted by the Parliament of Canada whereas 90 per cent of Canadian employees are subject to the employment and labour relations legislation enacted by the provinces.
1. SOURCES OF EMPLOYMENT LAW
The principal sources of law and regulation relating to employment relationships in Canada are:
Constitution
The Constitution sets out the areas in which each of the Parliament of Canada and the legislatures of the provinces have jurisdiction to enact legislation. An integral part of Canada’s Constitution is the Charter of Rights and Freedoms. All laws enacted by the
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Parliament of Canada and the provinces must not contravene any of the rights and freedoms set out in the Charter unless the particular provision, in question, can be shown to be a reasonable limitation that can be demonstrably justified in a free and democratic society.
Statutes and regulations
Each of the provinces as well as the Parliament of Canada have enacted various statutes and regulations governing different aspects of the employment relationship. While the titles of the statutes differ somewhat from jurisdiction to jurisdiction, generally, each jurisdiction has statutes dealing with the following subjects:
Labour relations statutes
Labour relations statutes typically deal with such matters as:
Workplace human rights statutes
Workplace human rights statutes establish a general right in all employees to be free from discrimination in employment based on various prohibited grounds. Many prohibited grounds are common to all of the provinces and to those employees working in federal works, undertakings and businesses but there are some additional prohibited grounds that are unique to a given jurisdiction.
Typical prohibited grounds include:
Employment standards statutes
Each province (as well as the Parliament of Canada) has enacted statutes, which prescribe certain minimum terms of employment that apply to most employment relationships. Certain occupations and professions, as well as managerial employees, are specifically exempted from some of these standards.
While there is a fair degree of uniformity, the specific standards that apply differ from province to province. The standards are minimum mandatory requirements and they have application regardless of the terms contained in any individual contract of employment.
The main employment standards that are covered in these various statutes are as follows:
Occupational health and safety statutes
All provinces (as well as the Parliament of Canada) have enacted statutes regulating health and safety in the workplace. A fundamental principle contained in all of these statutes is that employers have the ultimate responsibility for occupational health and safety and that both employers and workers must strive to identify hazards and develop strategies to protect workers. Workplace safety is monitored by workers and employers through the creation of joint health and safety committees or the employment of health and safety representatives as required and by workplace inspections by the relevant government ministry or agency.
The statutes impose various duties on employers as well as workers with respect to working safely; providing and utilising appropriate equipment materials and protective devices and compliance with a variety of duties with respect to the use of biological, chemical and physical agents in the workplace.
Generally, an employer who violates any of the duties imposed by the relevant legislation may be subjected to an investigation by the appropriate government, ministry or agency and this may result in the issuing of orders against the employer. An employer may also be prosecuted under the legislation for failure to comply with the legislation or for failure to comply with an order or requirement of the government inspector. Large fines and even imprisonment in some instances may be imposed in the event of a conviction.
Pay equity statutes
Most Canadian provinces as well as the Parliament of Canada have equal pay for equal work provisions in their legislation. Essentially, these provisions prohibit an employer from discriminating between male and female employees by paying a female employee at a rate of pay less than the rate of pay paid to a male employee, and vice versa, for substantially the same kind of work, performed in the same establishment, the performance of which requires substantially the same skill, effort and responsibility and which is performed under similar working conditions. There are, however, exceptions recognised by the legislation in each province involving seniority systems, merit systems and systems that measure earnings by quantity or quality of production.
A number of provinces have gone even further than this by enacting legislation calling for equal pay for work of equal value. This legislation is designed to redress systemic gender discrimination in compensation for work performed by employees in predominantly female job classes.
Pay equity is generally achieved utilising a job to job method of comparison when the job rate for the female job class that is the subject of the comparison is at least equal to the job rate for a male job class in the same establishment, where the work performed in the two job classes is of equal or comparable value. If there is no male job class where the work performed is of equal or comparable value, pay equity is achieved when the job rate for the female job class is at least equal to the job rate of a male job class in the same establishment which has a higher rate but performs work of a lower value than the female job class.
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One of the important principles of pay equity legislation is that the compensation payable to any employee may not be reduced in order to achieve pay equity.
Workers compensation statutes
All provinces have workers compensation legislation that provides for a no-fault system of compensation for injuries suffered on the job. The Workers Compensation system covers the cost of compensation, medical aid and rehabilitation for the injured worker (all as prescribed by the relevant provincial statutes) and generally removes the injured worker’s ability to sue the employer in the civil courts.
The Workers Compensation system is funded by employer contributions. Contribution levels are set and determined primarily by the employer’s industry classification and by the individual employer’s experience rating in terms of accidents and claims.
Workplace privacy statutes
The Parliament of Canada enacted a statute entitled the Personal Information Protection and Electronic Documents Act (PIPEDA), which applies to every organisation in Canada in respect of personal information that the organisation collects, uses or discloses in the course of commercial activities. This legislation also applies to information about employees of a federal work, undertaking or business that is collected, used or disclosed in connection with the operation of the organisation’s business.
In addition, a number of provinces have enacted their own legislation which impose similar schemes for the protection of personal information to that found in PIPEDA. The provincial statutes generally apply to all personal information, whether or not it is collected, used or disclosed in the course of commercial activity and hence would be applicable with respect to personal information in the employment context.
Of the four largest provinces in Canada – Ontario, Québec, British Columbia and Alberta – only Ontario has not yet enacted its own privacy legislation.
2. PRINCIPAL INSTITUTIONS
In each province and also at the federal government level, there are a number of government institutions/agencies that assist in the administration or oversight of the various employment rights and obligations that have been set out in the various statutes that have been enacted.
Labour relations
Each jurisdiction has established a labour relations board (which is an independent, quasi-judicial tribunal) to mediate and adjudicate various labour relations issues.
Workplace human rights
Each jurisdiction has established a human rights tribunal (which, again, is an independent, quasi-judicial tribunal) to mediate and adjudicate workplace human rights complaints. In some provinces, Human Rights Commissions have been established with a mandate to receive, investigate and mediate workplace human rights complaints.
Employment standards
Each jurisdiction has established an agency where employees can file complaints alleging a violation of the relevant employment standards statute. The agency will investigate and decide upon the complaint but its decisions are subject to appeal to an independent quasi-judicial adjudicator or tribunal.
Occupational health and safety
Under each statute, a government ministry or agency is responsible for ensuring compliance with the legislation. Government inspectors can issue orders but these orders are subject to appeal to an independent quasi-judicial adjudicator or tribunal.
Workers compensation
Each province has established a Workers Compensation Board which has both an administrative function (ensuring that employers are registered with the Board and pay the premiums they are assessed) as well as an adjudicative function which involves adjudicating claims for injuries suffered on the job. In each province there is also an independent quasi-judicial tribunal to which appeals from decisions of the Workers Compensation Board may be lodged.
Workplace privacy
A complaint that the relevant workplace privacy statute has been violated may be brought to the relevant privacy office which then investigates the complaint and makes a decision and sometimes issues recommendations.
Arbitrators
For employees covered by a collective agreement, all disputes regarding the interpretation, application or administration of the collective agreement must be referred to arbitration for final and binding resolution. The employer and the union may choose the arbitrator to whom a dispute will be referred or if they fail to agree on an arbitrator, the government will appoint one.
3. ROLE OF THE COURTS
Most employment disputes are dealt with in the various tribunals that have been established pursuant to the legislation enacted by the provinces and the Parliament of Canada. To the extent that some employment disputes find their way into the courts, they are usually dealt with by the Superior Courts in each province although minor matters are sometimes dealt with by the Small Claims Courts in the different provinces. For matters that have been adjudicated by one of the tribunals, judicial review applications are always a possibility and such applications are heard in the Superior Courts in each province.
4. EMPLOYMENT STATUS AND CATEGORIES OF WORKER
Common law tests developed by the courts as well as some of the tribunals that deal with employment matters are utilised to determine whether an individual is an employee or an independent contractor. The main tests that are used are:
In the provinces of Ontario and British Columbia there is also a special category of worker known as a ‘dependent contractor’. A dependent contractor is a person who exhibits many of the characteristics of an independent contractor but who is in a position of economic dependence on a given employer. Dependent contractors are given the right to become unionised in Ontario and British Columbia in the same way that employees have the right to choose to be represented by a union.
The relevance of the distinction between an employee and an independent contractor is that the employee has the benefit of various statutory rights such as the various minimum employment standards, protection under occupational health and safety laws, entitlement to workers compensation and the right to become unionised, whereas an independent contractor does not possess any of those rights.
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Workers are often categorised depending upon either the type of work they perform (eg white collar/blue collar, managerial/supervisory, office and clerical, production worker, professional or technical) or by their tenure or hours of work (indefinite term, fixed term, part-time – which could either be regular part-time or casual part-time – and temporary. While a temporary employee could also be viewed as being on a fixed term, the term of a temporary employee is usually relatively short term).
While a director of a corporation could also be an employee of the corporation, the mere fact that he or she is a director does not make him or her an employee.
5. CONTRACT
An employment contract is no different from any other contract at law in that it requires an offer, acceptance and consideration.
Formal requirements
There are no formal requirements in relation to the formation of an individual employment contract other than the common law requirements set out above. An individual employment contract may be oral or written and there is no specific format that must be followed.
Origin of terms
Employment contracts may take a variety of forms as follows:
Unionised employees with collective agreements
For unionised employees who are governed by collective agreements, there is no such thing as an individual contract of employment. The Collective Agreement, which was negotiated between the employer and union representing the employees, is the document that governs the employment relationship between the employer and the employees.
6. TERMS AND CONDITIONS
There are no terms that must be included in a contract. It is up to the parties to the contract to determine what terms they wish to include in their contract. The only exception to this general rule is in the case of homeworkers in the province of Ontario. A homeworker is an individual who performs work for compensation in premises occupied by the individual primarily as residential quarters. The employer of a homeworker is required to advise the homeworker in writing of the type of work that he or she is being employed to perform and if the homeworker is to be paid according to the number of hours worked, of the amount to be paid for an hour of work in a regular work week; if the homeworker is to be paid according to the number of articles or things manufactured, of the amount to be paid for each article or thing manufactured in a regular work week; or if the homeworker is to be paid on some other basis, the basis upon which he or she is to be paid.
The typical terms that are set out in contracts include the following:
Employment standards legislation across the country has dealt with the rules applicable to hours of work and rest periods. Set out below is a chart listing the applicable provisions from the employment standards legislation passed by each province as well as by the Parliament of Canada.
10. DISCIPLINE AND TERMINATION
10.1 What rules/procedures must be followed?
For unionised employees, collective agreements will often spell out various rules or procedures that must be followed if an employer wishes to discipline an employee. Examples include:
For non-unionised employees there are basically no rules or procedures that need to be followed other than the basic duty of fairness which entails giving the employee an opportunity to respond to the allegations against him and to give his side of the story before any disciplinary action is taken against him.
In the case of a dismissal, the Supreme Court of Canada has ruled that an employer has an obligation of good faith and fair dealing towards the employee in the manner in which the termination is effected.
10.2 What disciplinary action may be taken
In the case of unionised employees, employers have a greater range of disciplinary options open to them. These can range from reprimands to suspensions to demotions to actual dismissal. It should be noted, however, that in virtually all collective agreements, all disciplinary action taken by an employer is subject to a ‘just cause’ standard.
In the case of non-unionised employees, the employer’s options with respect to disciplinary action consist of reprimands or dismissals. Suspending or demoting a non-union employee has generally been viewed by the common law courts as being tantamount to dismissal.
10.3 Grounds for termination
Unionised employees generally may only be terminated for reasons which amount to ‘just cause’. This basically requires that the employee was engaged in serious misconduct or that he engaged in a pattern of misconduct for which the employee received progressive discipline culminating in a final incident which in and of itself warranted discipline.
In the case of a non-union employee, the employer may dismiss him for cause but this requires very serious misconduct inconsistent with the proper discharge of the employee’s duties. If an employer has cause for termination, then no advance notice of termination is required nor is there any obligation to pay any compensation to the employee.
In the absence of cause, an employer may still dismiss a non-union employee but he must give him the amount of advance notice that was agreed upon as set out in the employee’s contract of employment. If no such period was set out in the contract, the employer must give reasonable notice or pay in lieu. If the parties cannot agree on the amount of reasonable notice or pay in lieu, a court will determine this based on common law precedents. The factors looked at most commonly by the courts in determining what is reasonable notice, include the employee’s length of service, his age, the position he held, his compensation package, and how long it will likely take him to find another comparable position.
In each province, employment standards legislation has specified the minimum amount of notice or pay in lieu that must be given to employees who are dismissed for reasons other than cause. Employers must always provide that minimum notice at the very least so as not to be in violation of the relevant statute. However, it should be noted that the minimum notice periods set out in the employment standards legislation are generally much less than what a court would determine to be reasonable notice.
10.4 Amount of notice to be given by an employee who resigns
An employee who decides to resign his employment must give the employer the amount of notice set out in his employment contract, if any and if there is no notice period specified, then reasonable notice must be provided. Once again, if the parties cannot agree on what is reasonable notice a court will determine this issue. The factors that are most commonly looked at by the courts in determining this issue include the position and rank held by the employee and how long it will take the employer to find a replacement. Generally speaking, the amount of notice required to be given by an employee who is resigning is substantially less than the amount of notice that courts commonly require employers to provide to dismissed employees. There are some employment standards statutes that specify the amount of notice that an employee must give if he is resigning. Such notice periods are minimum requirements only but still must be complied with.
Set out below is a chart which outlines the minimum amount of notice required by the various employment standards statutes across Canada for individuals.
Minimum notice of termination
Individual minimum termination notice requirements:
| Alberta | More than 3 months; | 1 week | 1 week notice if more than 3 |
| less than 2 years; | months and less than 2 years | ||
| 2 years or more; less than 4 years 4 years or more; less than 6 years | 2 weeks 4 weeks | 2 weeks notice if 2 years or more | |
| 6 years or more; less than 8 years | 5 weeks | ||
| 8 years or more; less than 10 years 10 years or more | 6 weeks 8 weeks |
British More than 3 months; less than 1 year 1 week None specified
Columbia 1 year or more; less than 3 years 2 weeks 3 years 3 weeks 4 years or more 1 additional week
for each subsequent year up to a maximum of 8 weeks
Manitoba 30 days Notice of not less Same as notice by employer than one pay period; where wages are paid less frequently than once a month, and the employment is not for a fixed period, 30 days
New 6 months or more; less than 5 years 2 weeks None specified Brunswick 5 years or more 4 weeks New 3 months or more; less than 2 years 1 week Same as notice by employer foundland 2 years or more; less than 5 years 2 weeks
5 years or more; less than 10 years 3 weeks
10 years or more; less than 15 years 4 weeks
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| Canada | |
|---|---|
| More than 15 years 6 weeks | |
| Nova 3 months or more; less than 2 years 1 week | 1 week notice if more than 3 |
| Scotia 2 years or more; less than 5 years 2 weeks | months and less than 2 weeks |
| 5 years or more; less than 10 years 4 weeks | notice if 2 years or more |
| 10 years or more 8 weeks | |
| Ontario* 3 months or more; less than 1 year 1 week | None specified |
| 1 year or more; less than 3 years 2 weeks | |
| 3 years or more; less than 4 years 3 weeks | |
| 4 years or more; less than 5 years 4 weeks | |
| 5 years or more; less than 6 years 5 weeks | |
| 6 years or more; less than 7 years 6 weeks | |
| 7 years or more; less than 8 years 7 weeks | |
| 8 years or more 8 weeks | |
| Prince 6 months or more; less than 5 years 2 weeks | 2 weeks if 6 months or more |
| Edward | but less than 5 years |
| Island 5 years or more; less than 10 years 4 weeks | 4 weeks if 5 years or more |
| 10 years or more; less than 15 years 6 weeks | |
| 15 years or more 8 weeks | |
| Québec 3 months or more; less than 1 year 1 week | Civil Code: reasonable notice |
| 1 year or more; less than 5 years 2 weeks | |
| 5 years or more; less than 10 years 4 weeks | |
| Saskatch 3 months or more; less than 1 year 1 week | None specified |
| -ewan 1 year or more; less than 3 years 2 weeks | |
| 3 years or more; less than 5 years 4 weeks | |
| 5 years or more; less than 10 years 6 weeks | |
| 10 years or more 8 weeks | |
| Federal** 3 months or more 2 weeks | None specified |
| (Parliament | |
| of Canada) | |
* In Ontario, there is also an obligation to pay severance pay on termination (in addition to the requirement to give notice of termination). This obligation applies to all employers who have an annual payroll in Ontario of $2.5 million or more and also in instances where an employer (irrespective of the size of its payroll) terminates the employment of 50 or more employees in a period of six months or less and the terminations are caused by the permanent discontinuance of all or part of the business of the employer at an establishment. The amount of severance pay that must be paid is one week per year of service to a maximum of 26 weeks but only employees who have five or more years of service at the time of their termination are eligible for severance pay.
** The Canada Labour Code also requires the payment of severance to an employee with 12 or more months of service, in an amount equal to the greater of five days regular wages or two days regular wages for each year of service.
10.5 Other requirements
Under most employment standards statutes, notice of termination of employment must be given in writing and delivered either personally to the employee or to his last known address in a manner that permits the delivery to be verified.
10.6 What happens during the notice period
Where the parties either agree on what the reasonable notice period is or where a court determines what the reasonable notice period is, an employer must either allow the employee to work out the notice period and continue to receive his salary, benefits and other perks throughout that period or the employer must pay the employee for what he would have received had he been allowed to work out the notice period. This would include not only the salary he would have earned but also the benefits he would have been entitled to as well as other perks such as stock options that would have vested during the notice period and bonuses that would have been paid had he been allowed to work out the full notice period.
If the employer violated its duty of good faith and fair dealing towards the employee in the manner in which the termination was carried out, the courts generally award additional damages to the employee.
10.7 Special rules
Fixed-term contracts
The case law goes both ways with respect to what happens if an employer terminates the employment of an employee who is on a fixed-term contract prior to the end of the term. A majority of the courts have said that the employer must continue to pay the employee the value of the salary and benefits and other perks he would have received until the end of the term. However, there are some courts which have held that an employee dismissed in such circumstances still has a duty to mitigate his damages by making reasonable efforts to find alternative employment. If alternative employment was found before the end of the fixed term, the compensation earned from that employment would be offset against the compensation owing under the fixed-term contract.
Probationary periods
A number of employment contracts contain provisions that establish a probationary period for an employee and also provide that if the employer is not satisfied with the employee’s performance during the probationary period, it may dismiss him without notice. These provisions are generally enforceable. However, if the probationary period in the contract extends beyond the minimum timeframe in the relevant employment standards statute after which an employee is entitled to notice of termination, the provision in the contract may be void since it would violate the employment standards statute by allowing the employer to dismiss without giving appropriate notice. Accordingly, if a probationary period is going to last longer than the minimum timeframe in the relevant employment standards statute after which an employee is entitled to notice, the contract should provide that if the employee is dismissed during the probationary period and the relevant employment standards statute would require notice of termination (because the employee was employed for longer than the minimum timeframe) the amount of notice or pay in lieu required by the employment standards statute would be provided.
If the contract of employment provides for a probationary period but does not say anything about whether notice is required or not if the employee is terminated during his probationary period, the courts would likely imply a term that reasonable notice of termination must be given.
Special provisions regarding termination without good and sufficient cause
In the Province of Québec and under the federal jurisdiction, an employer is prohibited from terminating the employment of certain non-union employees without good and sufficient cause, even if reasonable notice is provided. In Québec, an employer may terminate the employment of individuals employed for more than two years only for cause or where there is a reorganisation or lack of work. Similarly, in the federal sphere, only cause or the discontinuation of a function or a lack of work will support the termination of an individual employed for more than one year. These protections, however, are not available to senior managerial personnel in Québec nor to managers in the federal jurisdiction.
In the Province of Nova Scotia, there is related legislation protecting employees with ten or more years’ service. However, the impact of the Nova Scotia law has been tempered by judicial interpretation.
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11. COLLECTIVE DISMISSALS
The term ‘collective dismissal’ is not used in Canada. We refer to ‘mass terminations’.
Set out below is a chart which lists the various minimum mass termination notice requirements for each province and also for federal works, undertakings and businesses. In some provinces the trigger is set as low as 10 or more employees whereas in others the trigger is 50 or more employees being terminated within a four week period.
11.1 Minimum notice of termination
Alberta If 50 or more employees are to be terminated within a 4-week period, 4 weeks notice to the Ministry is required
British Columbia If 50 or more employees at a single location are to be terminated within a 2-month period, the notice requirements are: If 50-100 employees: 8 weeks If 101-300 employees: 12 weeks If 301 or more employees: 16 weeks
Manitoba If 50 or more employees are to be terminated within a 4-week period, the notice requirements are: If 50-100 employees: 10 weeks If 101-299 employees: 14 weeks If 300 or more employees: 18 weeks
New Brunswick If 10 or more employees representing at least 25% of the total employees are to be terminated in a 4-week period, 6 weeks notice is required
Newfoundland If 50 or more employees are to be terminated within a 4-week period, the notice requirements are: If 50-199 employees: 8 weeks If 200-499 employees: 12 weeks If 500 or more employees: 16 weeks
| Nova Scotia | If 10 or more employees are to be terminated within a 4-week |
| period, the notice requirements are: | |
| If 10-99 employees: 8 weeks | |
| If 100-299 employees: 12 weeks | |
| If 300 or more employees: 16 weeks | |
| Ontario | If 50 or more employees are to be terminated within a 4-week |
| period, the notice requirements are: | |
| If 50-199 employees: 8 weeks | |
| If 200-499 employees: 12 weeks | |
| If 500 or more employees: 16 weeks | |
| Prince Edward Island | There is no provincial legislation stating required notice periods |
| Québec | If a collective dismissal (10 or more employees within a period of two |
| consecutive months) is to take place, the notice requirements are: | |
| If 10-99 employees: 8 weeks | |
| If 100-299 employees: 12 weeks | |
| If 300 or more employees: 16 weeks | |
| Saskatchewan | If 10 or more employees are to be terminated within a 4-week |
| period, the notice requirements are: | |
| If 10-49 employees: 4 weeks | |
| If 50-99 employees: 8 weeks | |
| If 100 or more employees: 12 weeks | |
| Federal (Parliament of Canada) | If 50 or more employees are to be terminated within a 4-week |
| period 16 weeks notice is required. |
In some provinces the employment standards legislation requires that notice of the mass terminations also be provided to the Minister of Labour for that province in advance of the notice being provided to the employees. The notice to the Minister must also be accompanied by an information form which gives information regarding the number of terminations that will be taking place, information about the workers affected, the reasons for the terminations and information concerning any adjustment measures that have already taken place or are planned to take place to assist the affected workers. Similar requirements apply in other provinces.
In addition, the provinces of British Columbia, Manitoba and Québec as well as the federal jurisdiction also require or may require the employer to set up a committee to deal with the issue of re-employment for those workers who are having their employment terminated.
12. FORTHCOMING LEGISLATION
Amendments to the Canada Labour Code which governs federal works, undertakings and businesses are in the pipeline and are expected to become law later in 2007.
13. USEFUL REFERENCES
Below are the details of the various government agencies in Canada’s four largest provinces
– Ontario, Québec, British Columbia and Alberta – that deal with employment standards matters, occupational health and safety matters and workers compensation matters.
Employment standards
Ontario Employment Practices Branch Ministry of Labour 400 University Avenue, 9th Floor Toronto, Ontario M7A 1T7 Tel: +416 326 7160 Fax: +416 326 7061
www.gov.on.ca/LAB/es/ese.htm
Québec Labour Standards Commission (Commission des normes du travail) 400 Jean-Lesage Blvd PO Box 18500 Québec City, Québec G1K 7Z5 Tel: +418 664 0817 Fax: +418 643 5132
www.cnt.gouv.qc.ca
Alberta Employment Standards Ministry of Human Resources and Employment Legislature Building 10808-99 Avenue T5J 0G5 Tel: +780 415 4800 Fax: +780 422 9556
www.gov.ab.ca
British Columbia Employment Standards Branch Ministry of Labour PO Box 9570, Station Prov. Gov’t Victoria, B.C. V8W 9K1 Tel: +250 387 3300 Fax: +250 356 1886
www.labour.gov.bc.ca/esb
Occupational health and safety
Ontario Occupational Health and Safety Branch Ministry of Labour, 400 University Avenue, 7th Floor Toronto, Ontario M7A 1T7 Tel: +416 326 7770 Fax: +416 326 7761
www.gov.on.ca/ohs/ohse.htm
Québec Workers Compensation Board (Commission de la santé et de la sécurité du travail du Québec) 524 Bourdages Street PO 1200, Postal Terminal Québec City, Québec G1K 7E2 Tel: +418 643 5850 Fax: +418 643 2236
www.csst.qc.ca
Alberta Workplace Health and Safety Branch Ministry of Human Resources and Employment Legislature Building 10808-99 Avenue Edmonton, Alberta T5J 0G5 Tel: +780 427 6724 Fax: +780 427 5698
www.gov.ab.ca/hre/fact_sheets/ncn762.htm
British Columbia Prevention Branch Workers Compensation Board PO Box 5350 Stn. Terminal Vancouver, B.C. V6B 5L5 Tel: +604 276 3100 Fax: +604 276 3247
www.worksafebc.com/policy/regs/default.asp
Workers compensation
Ontario Workplace Safety and Insurance Board 200 Front Street West Toronto, Ontario M5W 3J1 Tel: +416 344 1000 Fax: +416 344 4684
www.wsib.on.ca
Québec Workers Compensation Board (Commission de la santé et de la sécurité du travail du Québec) 524 Bourdages Street PO 1200, Postal Terminal Québec City, Québec G1K 7E2 Tel: +418 643 5850 Fax: +418 643 2236
www.csst.qc.ca
Alberta Workers Compensation Board 9925-107th Street PO Box 2415 Edmonton, Alberta T5J 2S5 Tel: +780 498 4000 Fax: +780 498 7865
www.wcb.ab.ca
British Columbia Workers Compensation Board PO Box 5350, Stn. Terminal Vancouver, B.C. V6B 5L5 Tel: +604 273 2266 Fax: +604 276 3084 (claims) +604 244 6490 (employer services)
www.worksafebc.com
