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Quebec - Compensation & Benefit Legislation

QUEBEC - AASHOWME

Demonstrates www.BenefitsReview.com™ site. Illustrates insurance carriers coverages within the Province.

 

QUEBEC - BEREAVEMENT LEAVE

The Labour Standards Act provides that an employee may be absent from work for one day with pay by reason of the death or funeral of his or her consort, child, child of the consort, father, mother, brother, or sister. The employee may also be absent from work for three more days, without pay, on such occasion.

 

An employee may also take bereavement leave of one day, without pay, on the death or funeral of a son-in-law, daughter-in-law, grandparent or grandchildren or the father, mother, brother or sister of his or her consort.

 

On such occasions, the employee must advise the employer of his or her absence as soon as possible.

 

QUEBEC - CONSULATE

Consulate General - Montreal

1155 St. Alexander Street

Montreal, Quebec H2Z 1Z2

Mailing Address:            P.O. Box 65

Montreal, Quebec H5B 1G1

 

Consulate General - Quebec

2 Place Terrasse Dufferin (behind Chateau Frontenac)

Mailing Address:            B.P. 939

Quebec, Quebec G1R 4T9

 

QUEBEC - COST-OF-LIVING

ERI's Relocation Assessor is a recommended source for U.S./Canadian cost-of-living and U.S. Automobile Cost Survey.

 

QUEBEC - GARNISHMENTS

Exemptions - 70% of gross wages plus $120 per dependent.

 

Support Payments - Payments must be made by either:

 

  1. a direct deduction from wages, or

  2. the employee paying directly to the Ministere du Revenu.

 

Wage assignments - Wage assignments are not allowed in Quebec.

 

QUEBEC - GROUP HEALTH CODE ADDITIONS

Hospital & Medical Care Premiums: There are no premiums. Employer funded by 4.26% monthly payroll tax.

 

Eligibility - Every resident is required to register.

 

Waiting Period - If coming from outside Canada, eligibility is upon arrival. If coming from within Canada, there is a three month waiting period.

 

(Quebec Labour Standards)

 

QUEBEC - HOLIDAYS

New Year's, Good Friday or Easter Monday, Victoria Day, St. Jean Baptiste Day (24th day of June), July 1st, Labour Day, Thanksgiving Day, Christmas Day.

 

Holiday Pay: 2 Times regular pay or regular pay + alternative day.

 

(Quebec Labour Standards)

 

QUEBEC - JURY DUTY & WITNESS TIME OFF

The employer may not dismiss or otherwise discriminate against any employee for being called to jury duty.

 

QUEBEC - LEAVES OF ABSENCE

Paternity Leave - Employee may be absent from work for 5 days at the birth of a child.

 

Adoption Leave - Employee may be absent from work for five days upon the adoption of a child. The first 2 days are with pay.

 

Bereavement Leave - 1 day with pay for death of an immediate family member. 1 day unpaid leave for death of a relative.

 

Special Occasion Leave - 1 day with pay for employees wedding or one day without pay for wedding of immediate family member.

 

QUEBEC - MINIMUM AGE

There is no statutory minimum age for employment. Defer to Federal minimum age of 17.

 

QUEBEC - MINIMUM REMUNERATION

Minimum Remuneration: $7.00 per hour (effective February 1, 2001).

 

Minimum Daily Remuneration: 3 hours.

 

Overtime: Time + 1/2 for hours worked in addition to the regular workweek. The regular workweek is 40 hours.

 

(Quebec Labour Standards)

 

QUEBEC - PARENTAL LEAVE

Maternity Leave: 18 weeks. Paternity Leave: 5 days.

 

Parental Leave: Each parent: up to 34 weeks.

 

(Quebec Labour Standards)

 

QUEBEC - PENSION PLANS

Eligibility for Membership - No time is included in the statute.

 

Vesting - An employee who reaches 45 years of age and has 10 years of continuous service will be fully vested.

 

Normal Retirement - Normal retirement is determined by the plan but may not be after the employees 70th birthday.

 

Early Retirement - There is no legislative requirement.

 

Survivor Benefits - There is no legislative requirement for pre-retirement employees who die but practice indicates that the death benefit is not to be less than the employees contributions. There is no requirement for a joint or survivor benefit.

 

Portability - A terminating employee may transfer his/her pension credits to an RRSP or a deferred annuity as long as it is clear that it is deferred.

 

QUEBEC - PREVAILING WAGE/IMMIGRANT PAY

Neither Canada nor any of the provinces has "prevailing wage" regulations that relate to foreign workers. There is a policy in place regarding immigrants that ensures that employers first consider Canadian citizens, as well as permanent residents, and that the entry of foreign workers will not adversely affect employment or career opportunities for Canadian citizens and permanent residents. In general, the offer of employment to a foreign worker requires validation by a Human Resources Canada Centre (HRCC), except when a foreign worker is exempt through an international agreement or falls under one of the exemption categories (wages and working conditions, the employer's efforts to consider Canadian citizens as well as permanent residents, etc.). These cases must be examined by a Human Resources and Development Canada (HRDC) officer in order to grant a validation of an offer of employment. Canada does not have any salary scale established, but rather the officers consider the experience of the worker, the education, and the job market situation, unions, and job advertisements to determine whether that the pay is "acceptable Canadian wages". For more information on hiring foreign workers, refer to the Human Resources and Development Canada's web site http://www.hrdc-drhc.gc.ca/hrib/lmd-dmt/fw-te/common/a.shtml, as well as the Citizenship and Immigration Canada's web site http://www.cic.gc.ca/english/about/faq/ask%2D16e.html. These two federal departments are responsible for this policy. The former is responsible for the validation of the offer of employment; the latter is responsible for the employment authorization.

 

QUEBEC - REMUNERATION

ERI's Relocation Assessor™ is a recommended source for U.S./Canadian wages & salaries (covering 3,000 positions).

 

QUEBEC - TERMINATION & SEVERANCE PAY

Notice of Termination by Employer: 1 week after 3 months; 2 weeks after 1 year; 4 weeks after 5 years; 8 weeks after 10 or more years.

 

Vacation Pay Upon Termination: 4% of annual earnings; 6% after 5 years.

 

(Quebec Labour Standards)

 

Payment Required: Regular wages owing by the next scheduled pay period - payment in lieu of notice at the time of termination.

 

QUEBEC - UNEMPLOYMENT TAX

See Canadian Federal Unemployment Insurance

 

QUEBEC - VACATION PAY

2 weeks; after 5 years, 3 weeks.

 

(Quebec Labour Standards)

 

QUEBEC - VOTING TIME OFF

Time Allowed: Period to allow four hours in addition to meal time until close of poll. Act extends to railway companies and employees except those actually engaged in operation of trains.

 

Penalties for violation: Fine not less than $100 or over $1,000, imprisonment for not over 6 months in default of payment of fine. In case of an artificial person, a fine not less than $300 or over $3,000. For a subsequent offence within 5 years, a fine not under $600 or over $6,000.

 

Authority: Election Act, R.S.Q. 1979, c. E-3, ss. 270, 400.

 

Municipal elections: Four consecutive hours of leave to be granted in addition to lunch time.

 

QUEBEC - WORKERS' COMPENSATION

Maximum Assessable Earnings - $48,500.

 

Waiting Periods -

Pay for day of injury - yes.

Compensation for day of injury - no.

Compensation payable day after injury - yes.

Waiting Period - no.

 

Weekly Benefits for Temporary Disability - 90% of net earnings.

 

Monthly Permanent Disability - A lump sum indemnity of $72,553 at 18 years of age declining to $36,276 at 65 years of age plus 90% of average earnings.

 

Administration: Commission de la sante et de la securite du travail, 524 Bourdages Street P.O. Box 1200, Terminus postal, Quebec, Quebec G1K 7E2.

 

(Quebec Labour Standards)