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(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) A person must not act as a farm labour contractor unless the person is licensed under this Act.(2) A person who engages the services of an unlicensed farm labour contractor is deemed for the purposes of this Act to be the employer of the farm labour contractor's employees.(3) A person must not engage the services of a farm labour contractor unless the farm labour contractor is licensed under this Act.

(1) On employing a domestic, the employer must provide the domestic with a copy of the employment contract.(2) The copy of the employment contract provided to the domestic must clearly state the conditions of employment, including(a) the duties the domestic is to perform,(b) the hours of work,(c) the wages, and(d) the charges for room and board.(3) If an employer requires a domestic to work during any pay period any hours other than those stated in the employment contract, the employer must add those hours to the hours worked during that pay period under the employment contract.

An employer who deducts an amount from an employee's wages under an assignment of wages must pay the amount(a) according to the terms of that assignment, or(b) within one month after the date of the deduction,whichever is sooner.

(1) An employer who requires an employee to wear special clothing must, without charge to the employee,(a) provide the special clothing, and(b) clean and maintain it in a good state of repair, unless the employee is bound by an agreement made under subsection (2).(2) If an employer and the majority of the affected employees at a workplace agree that the employees will clean their own special clothing and maintain it in a good state of repair,(a) the agreement binds all employees at that workplace who are required to wear special clothing,(b) the employer must reimburse, in accordance with the agreement, each employee bound by the agreement for the cost of cleaning and maintaining the special clothing, and(c) the employer must retain for 2 years records of the agreement and the amounts reimbursed.(3) The following are deemed to be wages owing and this Act applies to their recovery:(a) money received or deducted by an employer from an employee for providing, cleaning or maintaining special clothing;(b) money an employer fails to reimburse under subsection (2).

(1) An employer must give an employee who requests leave under this Part the leave to which the employee is entitled.(2) An employer must not, because of an employee's pregnancy or a leave allowed by this Part,(a) terminate employment, or(b) change a condition of employment without the employee's written consent.(3) As soon as the leave ends, the employer must place the employee(a) in the position the employee held before taking leave under this Part, or(b) in a comparable position.(4) If the employer's operations are suspended or discontinued when the leave ends, the employer must, subject to the seniority provisions in a collective agreement, comply with subsection (3) as soon as operations are resumed.

(1) The services of an employee who is on leave under this Part or is attending court as a juror are deemed to be continuous for the purposes of(a) calculating annual vacation entitlement and entitlement under sections 63 and 64, and(b) any pension, medical or other plan beneficial to the employee.(2) In the following circumstances, the employer must continue to make payments to a pension, medical or other plan beneficial to an employee as though the employee were not on leave or attending court as a juror:(a) if the employer pays the total cost of the plan;(b) if both the employer and the employee pay the cost of the plan and the employee chooses to continue to pay his or her share of the cost.(3) The employee is entitled to all increases in wages and benefits the employee would have been entitled to had the leave not been taken or the attendance as a juror not been required.(4) Subsection (1) does not apply if the employee has, without the employer's consent, taken a longer leave than is allowed under this Part.(5) Subsection (2) does not apply to an employee on leave under section 52.2.

(1) A person must not employ a child under 15 years of age unless the person has obtained the written consent of the child's parent or guardian.(2) A person must not employ a child under 12 years of age without the director's permission.(3) On permitting the employment of a child under 12 years of age, the director may set the conditions of employment for the child.(4) An employer must comply with the conditions of employment set under subsection (3).