Alberta Employment Standards Averaging Agreements

A medi cation agreement is an agreement between an employee and an employer which allows the worker to work on a modified schedule. It also benefits the employer by meditating on an employee`s hours over several weeks, which can exempt the employer from paying overtime. Agreements may apply to a staff member or group. During or at the end of an average period, an employer may write to each worker concerned with a delay of at least 2 weeks: the overtime due is the most important of the daily or average overtime. Therefore, employers must deduct all daily overtime paid to employees from the total average overtime period to determine whether overtime is due at the end of the average period. If overtime is due during the average period, some additional calculations are required. These calculations ensure that hours are not counted twice, both as average duration and as flexible time. The calculation is as follows: overtime is calculated on the basis of daily or average periods. Employers can choose one of 2 options. Means training agreements offer employers some relief with regard to overtime, as they make it possible to reduce a worker`s working time over a given period of time instead of being calculated weekly.

Under the code, a staff member had to agree to a funding agreement before such an agreement could be implemented. From 1 November 2020, consent is no longer required; Instead, an employer will notify a worker in writing for two weeks before starting or changing a medication agreement. The new average period will also increase from a maximum of 12 weeks to 52 weeks and no deadline would be required. In the absence of a collective agreement, the formation of the average value must meet all of the following criteria: until now, compressed weekly plans were available in the form of a financing agreement. This agreement allowed employees to work fewer days during the week and more than 8 hours on their workdays, without this being considered overtime. Duration of temporary redundancies: Previously, a non-COVID-19 temporary dismissal, which lasted more than 60 days over a period of 120 days, would have resulted in an alleged termination of the worker`s employment relationship. Bill 32 extended this period to 90 days over a period of 120 days. Temporary layoffs related to COVID-19 remain subject to a maximum period of 180 consecutive days. An employer must inform each worker concerned in writing 2 weeks before the start of the financing agreement, unless both parties agree otherwise. .

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