“Alberta’s experiencing a time of great prosperity,” said Premier Ed Stelmach. “Wages have increased about five per cent and we’re ensuring minimum wage earners are sharing in this growth.”.

“With Alberta’s vibrant economy and low unemployment, most employers are already paying more than minimum wage,” said Hector Goudreau, Minister of Employment and Immigration. About 70,000 or 3.5 per cent of working Albertans make minimum wage. The majority are 15 to 19 year olds working in the food service and hospitality industries.

With the increase, Alberta’s minimum wage remains the highest in Canada after taxes. Even before taxes, Alberta will have the third highest minimum wage among provinces, behind only Ontario ($8.75) and Manitoba ($8.50).

Information on laws and regulations dealing with hours of work, minimum wage, vacation, overtime, rest periods, and more.

Alberta Human Resources and Employment – Employment Standards

British Columbia Ministry of Skills Development & Labour – Employment Standards

Manitoba Employment Standards Branch

New Brunswick Department of Training and Employment Development – Employment Standards

Newfoundland & Labrador Labour Standards Division:

Northwest Territories Labour Standards Information

Nova Scotia Labour Standards Division

Ontario Ministry of Labour – Employment Standards Program

Prince Edward Island – Employment Standards Board

Quebec Commission des Normes du Travail

Quebec’s Employment Standards in English

Saskatchewan Labour Standards

Labour Relations:

Most Canadian employees are covered by provincial labour law. However, about ten percent fall under federal labour law: the Canada Labour Code. Use the links below to find a province’s labour law or view the federal code.

Canada Labour Code

Alberta Labour Relations Code

British Columbia Labour Relations Code

Manitoba Labour Relations Act

New Brunswick Industrial Relations Act

Newfoundland and Labrador Labour Relations Act

Ontario Labour Relations Act

Prince Edward Island Labour Act (pdf file)

Quebec Labour Code

Saskatchewan Trade Union Act

… Alberta’s minimum wage will increase from $7 to $8 per hour on September 1, 2007, to reflect the latest economic indicators.

“This increase to Alberta’s minimum wage is good news for Albertans,” said Premier Ed Stelmach. “With an increase to $8, Alberta’s minimum wage will be the highest in Canada after taxes.”

“Minimum wage offers protection for workers,” said Iris Evans, Minister of Employment, Immigration and Industry. “It sets the minimum rate of pay that employers must meet and ensures that workers, especially women and youth, who traditionally are in the lower income occupations, are making a better wage. This will help recruit and retain new employees in Alberta’s labour force.”

With Alberta’s vibrant economy and low unemployment, most employers are already paying more than minimum wage. Three per cent of Alberta’s workforce, about 41,000 people, currently earn less than $8 per hour.

, and will be indexed to changes in the average weekly wage. Indexing minimum wage to the average weekly wage will reflect the actual wage changes that occurred the year before.

Providing a fair and balanced wage is a key action under Premier Ed Stelmach’s plan to manage growth pressures and improve Albertans’ quality of life. Other priorities for the government are to govern with integrity and transparency, build a stronger Alberta and provide safe and secure communities.

Edmonton… Albertans won’t see 12 year olds working in bar kitchens. The Alberta Gaming & Liquor Commission (AGLC) Board is reviewing a policy that would allow bar owners to apply for special permission to have youth under 18 work as kitchen help at their establishments.

The existing policy has been used in the past to allow under-age musicians to perform in bars with parental permission.

“I’m hearing from Albertans that they think it’s a far different issue to have kids in a band play in a bar once in a while than to have underage kids working in bar kitchens on a regular basis,” said Julian Nowicki, Chair of the AGLC Board. “Based on this concern, the Board needs to reconsider this.”

The AGLC was approached by restaurants and other liquor licensees to consider expanding the existing policy to help cover labour shortages in their kitchens.

AGLC Board says no to kids working in bar kitchens

Diane Carr v. Humpty’s Family Restaurant and Humpty’s Restaurants International Inc. (July 21, 2006; Delano W. Tolley, Panel Chair)

Discrimination – Grounds – Gender – Sexual Harassment – Area – Employment – Kitchen worker alleged sexual harassment at the workplace arising from a colleague’s persistent sexual comments and gestures directed at the complainant – Restaurant manager did nothing when advised of the colleague’s behaviour – When complainant and co-worker threatened to quit if situation was not corrected by management, their employment was terminated – Perpetrator testified he was unaware his comments were offensive to the complainant and his gestures were made in fun – Sexual harassment included inappropriate comments – Express objection need not be shown to establish that the behaviour is unwelcome where a reasonable person knew or ought to have known that it is unwelcome. Complainant awarded $4,000 in damages for pain and suffering, lost wages and reimbursement for costs incurred in bringing the complaint – Complaint allowed.

The complainant kitchen worker alleged sexual harassment in the workplace because of a colleague’s sexual comments and gestures directed to the complainant. The restaurant manager was advised of the behaviour but did nothing. After numerous incidents, the complainant and a co-worker gave the manager an ultimatum that they would quit employment if the situation was not corrected. As a result, both the complainant and co-worker’s employment was terminated. The perpetrator of the comments and objectionable conduct stated he never heard any complaint from co-workers regarding his conduct and that some incidents were made in fun.

HELD: Complaint allowed. Sexual harassment included inappropriate comments. Actions made “in fun” are not relevant to determining whether a violation of the law occurred. Express objection need not be shown to establish that the behaviour is unwelcome where a reasonable person knew or ought to have known that it is unwelcome. The complainant was awarded $4,000 in damages for pain and suffering, lost wages and reimbursement to the complainant for costs incurred in bringing the complaint.

Cases Considered: Janzen v. Platy Enterprises Ltd., (1989) 10 C.H.R.R. D/6205; McNulty v. G.N.F. Holdings Ltd. 16 C.H.R.R. D/418.

Statutes and Regulations Considered: Human Rights, Citizenship and Multiculturalism Act, R.S.A. 2000, c. H-14, s. 7(1).

Read the complete decision: PDF

Alberta’s Information and Privacy Commissioner has ruled that Canada Safeway did not have authorization to release personal information of an individual to that person’s employer.

In an order to Canada Safeway, Commissioner Frank Work, has ordered Safeway to cease disclosing the personal information of the complainant and has found that the Personal Information Protection Act (PIPA) did not allow the organization to disclose information without consent.

The complainant, an employee of another food retail chain, is alleged to have entered a Safeway store while wearing her employee uniform. The complainant gathered several goods, paying for some, but not for others. The complainant was stopped and accused of theft. The incident was reported to Police, but no charges were laid. The Organization then informed the individual’s employer of the incident, and the individual was dismissed.

Following a written inquiry into the matter, the Commissioner has ruled that the Personal Information Protection Act did not authorize the Organization to release personal information without consent, and he has ordered the Organization to no longer release information about the complainant without prior consent.

Download Order P2005-006 (PDF)

The museum and owner were fined the maximum penalty of $500,000.

A Wetaskiwin museum has donated prime real estate as a unique penalty for the death of a 14-year-old boy killed on the job.

Wetaskiwin museum pays record fine in unique way

New to this Website

• The Financial Hardship Application Form and the Instructions and Policies has been amended to reflect legislative changes effective August 10, 2006, and to provide additional clarification related to the program requirements – December 11, 2006.
• Policy Bulletin #2 is updated to indicate that Trust documents submitted for filing with the Superintendent must be drafted in accordance with the laws of Alberta – December 4, 2006.
• Policy Bulletin #11 is amended to clarify that where one LIF is transferred to another LIF, the payment schedule established under that first LIF is to continue after the transfer – December 4, 2006.
• Policy Bulletin #13 has removed the minimum 2% contribution requirement. The bulletin is amended to reflect the CRA minimum contribution requirement – December 4, 2006.
• Policy Bulletin #27 is amended to clarify the various exemptions to the requirement to file annual valuation reports as a result of amendment to the EPPA – December 4, 2006.
• A new Policy Bulletin #38 has been created to discuss actuarial valuation reports and cost certificates; and in particular, to clarify the requirements for filing an interim cost certificate – December 4, 2006.
• The AIR and Cost Certificate forms have been revised slightly based on comment and feedback we have received from various pension stakeholders – December 4, 2006.
• A new resource is available for pension plan administrators, service providers, and plan members who wish to obtain electronic updates of significant changes to the Employment Pensions website. Sign up for our electronic notification today!

Alberta Finance – Our Business – Pensions – Index