Frequently Asked Questions

No. Coffee breaks are given at the discretion of the employer.

There is no requirement for an employer to give an employee paid sick leave. However, if sick leave is paid or allowed, it may not be deducted at a later date from any other entitlement to a paid holiday, vacation pay, or other wages.

Yes, if the employer directs an employee to attend such training or meetings. Where an employer requires an employee's attendance on the employee's regular day off, the employee may be eligible for overtime, minimum daily pay, or other entitlements under the Act.

An employer may require an employee to work overtime as long as the employer pays the applicable overtime wage rates, and the hours worked are not excessive or detrimental to the employee's health or safety.

Not necessarily. Overtime is payable if the standard daily or weekly hours, or the approved hours of an averaging agreement, are exceeded.

Scheduling is at the discretion of the employer. The Act requires that a split shift be completed within 12 hours of starting the shift, and that an employee has at least eight hours free from work between shifts, except in case of an emergency.

No; however, most employers appreciate this consideration from an employee.

No. An employer must ensure that an eligible employee takes his or her annual vacation as time off from work.

No. A Record of Employment is a document issued for Employment Insurance purposes which is a federal government responsibility. An employee should contact a local Human Resources Development Canada Employment Centre (Service Canada) for assistance. Canada Revenue Agency should be contacted for help in obtaining a T-4 form.

Normally, the trip from home to work is considered to be a commute. No work is performed regardless of who provides the vehicle.

The trip from home to the worksite becomes work when the employee provides a service to the employer by bringing employer-provided tools, equipment, supplies or material to the worksite. The trip is also considered to be work if an employee, at the direction of the employer, brings other employees from their homes or a designated meeting place to the worksite.

Occupational health and safety issues, including bullying and harassment, are covered by WorkSafeBC.

Issues regarding harassment or discrimination based things such as sex, race, religion, physical or mental disability and family status fall under the Human Rights Act, which is administered by the Human Rights Tribunal.