Contracts in Canada
The Active Population in Figures
|Labor Force||17 592 800||17 945 800|
|Labor Force (Annual Growth, %)||-||-|
|Rate of Activity (%)||63.0||63.5|
|Unemployment Rate (%)||6.3||6.0|
|Employed Persons, by Occupation (% of Total Labor Force)|
|Business, finance and administration||17.5%|
|Natural and applied sciences and similar professions||6.4%|
|Social sciences, teaching, public adminstration and religion||6.8%|
|Arts, culture, sport and leisure||2.8%|
|Sales and services||24.5%|
|Trades, transport and machinery||14.1%|
|Professions proper to the primary sector||4.3%|
|Processing, manufacturing and public services||7.7%|
Management of Human Resources
- Method of Recruitment
- Companies still use adverts in newspapers or employment agencies or search engines specialized in job offers. On the other hand, applications are made more and more by Internet or fax, and there is often a first interview over the telephone followed by a face to face meeting.
- Recruitment Agencies
- The Canada Job Bank and the Quebec employment centres are the official agencies.
- Recruitment Websites
- Type of Contract
Work contracts are governed by law. Collective agreements and individual negotiation supplement it.
The formalities of the work contract, hiring conditions and dismissal constraints are rigid.
- Breach of Contracts
- There are several ways of retiring: early retirement, automatic retirement and official retirement.
- The employer initiates dismissals for different reasons:
- redundancy is either individual or mass redundancy
- dismissal for professional misconduct, lack of work, seasonal work
- Other Possible Methods
- Resignation; this is initiated by the employee. On the other hand, he does not receive any severance pay.
- Labor Laws
Service Canada, Employment
Labour legislation, on Human Resources and Social Development Canada
Labour Code - Compliance Policy
- Cases of Dispute
- Working conditions, unfair dismissal, sexual and moral harassment, verbal violence, physical violence
- Legal Framework
- When there is a dispute or a disagreement, the parties first try to come to an amicable agreement. If, however, they cannot come to an agreement, the worker must lodge a complaint with the Department of Human Resources. According to the complaint, the Minister can appoint an inspector who carries out an investigation. The Minister assesses, authorizes the settlement and the sentences to be served by the party in the wrong. The party in the wrong does have, however, a right of appeal to have the case reviewed within a precise time limit.
For further information, see the Canada Labour Code.
- Canada Labour Code
- Social Dialogue and Involvement of Social Partners
- The labour organizations and trade unions are very strong and well structured in Canada. Quebec is the most unionized province.
- Unionization Rate
- 22.9 % of part-time workers, 31.2% of full-time workers, 30.2 % of permanent workers, 25.8 % of non-permanent workers. These rates have dropped in companies of less than 20 employees and in those of 100 to 500 employees. On the other hand, they have risen in establishments of more than 500 employees and those of 20 to 99 employees.
FTQ - Quebec workers federation
CSN - Canada national federation of labour organizations and trade unions
CLC-CTC - Canadian Labour Congress
NUPGE - National Union of Public and General Employees
TCA-CAW - Canada Automobile Workers Union
CUPE - Canadian Union of Public Employees
- Regulation Bodies
Human Resources and Social Development Canada
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