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Dispositions non en vigueur Lois: Act respecting collective agreement decrees. D-2 , the contracting parties listed below have petitioned the Minister of Labour, Manpower and Income Security to make binding the collective labour agreement entered into between: WHEREAS the said agreement has gained preponderant significance and importance for establishing employment conditions for the occupations concerned and in the territorial jurisdiction outlined in the petition;. In this Decree, unless the context requires otherwise, the following expressions mean: C , an educational institution at the university level within the meaning of the Act respecting educational institutions at the university level c.

The Decree applies within the boundaries of the municipalities mentioned in Schedule I. The Decree applies to all maintenance work performed for others.

For the purposes of the first paragraph, maintenance work performed for others also includes maintenance work performed: The Decree does not apply to: The standard workweek is 40 hours scheduled over 5 days during 1 calendar week. The regular workday is 8 hours. The employer schedules the standard workweek of the employee so as to provide 2 periods of rest totalling 48 hours, 1 of the periods being at least 32 consecutive hours. An employee is considered to be at work: The employee considered to be at work under section 3.

The employer may not oblige an employee to work overtime hours. When he has worked 12 continuous hours, the employee is paid for time spent for his meal and this period is included in hours worked when calculating overtime hours.

The employee who reports to work at the beginning of the workday and who works less than 3 consecutive hours, receives at least an amount equal to 3 times his hourly wage, unless notified the previous day not to report to work. The employee who reports to work at the express request of the employer and who works less than 3 consecutive hours, is entitled, except in the case of a superior force, to an indemnity equal to 3 times his regular hourly wage, except where section 4.

The employee, who after leaving the work site, is called to return for overtime shall not receive less than wages equal to 4. The first 2 paragraphs do not apply when the nature of the work or the performance conditions are such that the work is usually done entirely within a period of 3 hours.

The employee receives at least the following hourly rate depending on his class of employment: In addition to the hourly wage provided for the class of work to which he is assigned, the crew leader receives an hourly premium determined according to the number of employees under his responsibility on the same shift, the crew leader being included in this number: Wages are paid by cheque or bank deposit at the latest on the Wednesday of every week or every 2 weeks, depending on the existing practice of the employer.

Were the employee is paid by bank deposit, the pay slip referred to in section 5. The employer gives the employee along with wages a pay slip with the following particulars: The employee is given his wages personally on the job site and on a working day, except if wages are deposited in his account.

Wages may be given to a third person at the written request of the employee. No formal requirements, such as a signature, other than that needed to establish that the amount paid corresponds to the net wages mentioned on the pay slip, is required.

The fact that an employee accepts a pay slip does not mean that he has renounced payment of all or part of the wages owing to him. The employee may revoke such permission at any time, except when the deduction is for a collective insurance plan or a supplemental pension plan. The employer pays to the agencies concerned the sums deducted. Employees having completed 60 days of continuous service in the enterprise are entitled each year to 10 general holidays with pay, chosen among the following: A movable holiday with pay is granted each year to employees who have at least 12 months of continuous service; this annual movable holiday is taken on a date agreed upon by the employer and the employee.

By mutual agreement between the employer and the employee, the observance of one of the general holidays mentioned in sections 6. The indemnity for each general holiday provided for in sections 6. The employee who has 60 days of continuous service in the enterprise is entitled to the holiday pay mentioned in section 6.

When one of the holidays mentioned in sections 6. The employee who has not completed 60 days of continuous service in the enterprise is entitled to the following paid general holidays: For each general holiday provided in section 6.

Where an employee, who has not completed 60 days of continuous service in the enterprise, is obliged to work one of the days mentioned in section 6. In this case, the holiday must be taken in the 30 civil days before or after that day.

Where an employee, who has not completed 60 days of continuous service in the enterprise, is on annual leave on one of the general holidays provided in section 6. To benefit from a general holiday, an employee who has not completed 60 days of continuous service in the enterprise must not be absent from work without the authorization of the employer or for valid cause, the working day preceding or the working day following the holiday.

The qualifying period extends from 1 May of the preceding year to 30 April of the current year. The employee who, at the end of the qualifying period, has less than 40 days of work with his employer, is entitled to a continuous vacation of 1 working day off for each month of continuous service and such total vacation is not to exceed 10 days.

The employee who, at the end of the qualifying period, has 40 days or more of work with his employer, is entitled to a continuous vacation of 1. The employee who, at the end of the qualifying period, has 1 year of continuous service with his employer, is entitled to a 3-week annual vacation, 2 weeks of which are continuous. The employee who, at the end of the qualifying period, has 10 years of continuous service, is entitled to an annual vacation of 4 weeks.

The employee is entitled to know the date of his annual vacation at least 4 weeks in advance. An employee entitled to more than 2 weeks of annual vacation may, after agreement with the employer, give up that part of his vacation which exceeds 2 weeks.

In such a case, he must receive from the employer his entire annual vacation pay before leaving on vacation. If an employee is absent because of illness or accident or maternity leave during the qualifying year and this absence has the effect of diminishing his annual vacation pay, he is then entitled to an indemnity equivalent, as the case may be, to 2, 3 or 4 times his average weekly wage earned during the period worked. The employee subject to section 7. Notwithstanding the first paragraph, the annual vacation pay shall not exceed the indemnity that the employee would have received had he not been absent or on leave for a reason set out in the first paragraph.

The employee receives his annual vacation pay in a separate cheque or by bank deposit at least 3 working days before his vacation begins. The annual vacation is exigible in the 12 months following the qualifying year. Notwithstanding the first paragraph, the employer may, at the request of the employee, allow the annual leave to be taken, in whole or in part, during the reference year.

In addition, if at the end of the 12 months following the end of a reference year, the employee is absent owing to sickness or accident or is absent or on leave for family or parental matters, the employer may, at the request of the employee, defer the annual leave to the following year. If the annual leave is not so deferred, the employer must pay the indemnity for the annual leave to which the employee is entitled. Notwithstanding any contrary clause of a collective agreement or a contract, any period of salary insurance, sickness insurance or disability insurance interrupted by a leave taken in accordance with the first paragraph is continued, where applicable, after the leave, as if it had never been interrupted.

When an employee terminates his employment, he receives vacation pay for any days of vacation owing before the previous 1 May if they have not been taken and also any vacation pay owing to him for the period elapsed since this date. The habitual employee working on a part-time basis is entitled to the same sick leave in proportion to the hours worked.

The sick leave credit is counted as a number of hours at the end of each month of service. An employee having sick leave credits exceeding: Sick days, not remunerated under the second paragraph, are cumulated from year to year.

The employer notifies each employee, no later than 30 November of each year, of the number of sick days to his credit. The sick leave with wages applies as of the first day of absence for sickness.

To be entitled to a sick leave with pay, the employee shall notify his employer as of the first day of his absence unless he is prevented to do so due to unforeseeable circumstances. Sick leave as mentioned in this Division is also applicable to any absence due to an accident not covered by the Act respecting industrial accidents and occupational diseases chapter A The employee is paid for his meal period when he is unable to leave the work premises and when the period cannot be postponed.

In the event of the death or the funeral of his spouse, his child or the child of his spouse living under the same roof with him, an employee may be absent from work with pay for a period of 5 calendar days beginning with the date of death. He may also be absent from work for 7 additional calendar days at such time, but without pay. In the event of the death or the funeral of his child or the child of his spouse who does not live with him or of his mother or father, an employee may be absent from work with pay for a period of 4 calendar days beginning with the date of death.

He may also be absent from work for 3 additional working days at such time, but without pay. In the event of the death or the funeral of his sister or brother, an employee may be absent from work with pay for a period of 3 calendar days beginning with the date of death.

He may also be absent from work for 3 additional working days but without pay. In the event of the death of the father, mother, brother or sister of his spouse, of one of his grandchildren, sons-in-law or daughters-in-law, or of one of his grandparents, an employee may be absent from work with pay the day of the funeral, on condition that he attends the funeral.

He may also be absent from work for an additional working day on such occasion, but without pay. An employee may be absent from work for 1 day, with pay, on his wedding day or day of his civil union. He may also be absent for 4 additional days, with pay, by using the annual vacation days provided for in sections 7.

An employee may be absent from work, without pay, on the wedding day or day of the civil union of one of his children, of his father, mother, brother, sister or of one of the children of his spouse.

The employee must advise his employer of his absence at least 1 week in advance. In the event of the birth of his child, the adoption of a child or the termination of the pregnancy in or after the twentieth week of pregnancy, an employee may be absent from work for 5 days. The first 2 days of absence are with pay. If the employee was not absent when the child was born or adopted, he may take the leave for the baptism of the child.

In order to replace 1 of the 3 days of such leave without pay, an employee who is absent on a working day may use a day of paid annual vacation provided for in sections 7. However, an employee who adopts a child of his spouse may not be absent from work for more than 2 days, without pay.

For each of the events provided for in sections 9. This additional day is with pay in the case provided for in sections 9. The leave may be divided into days. A day may also be divided if the employer consents thereto. The employee must advise his employer of his absence as soon as possible and take the reasonable steps within his power to limit the leave and its duration. In the circumstances mentioned in sections 9.

When moving to a new address, an employee may, once every 2 years, use a day of sick leave with pay that he has to his credit and that is provided for in section 8. A female employee is entitled to a maternity leave in accordance with the Act respecting labour standards chapter N An employer shall give an employee written notice before terminating his work contract or laying him off for 6 months or more.

The notice shall be given 1 week before if the employee has less than 1 year of continuous service, 2 weeks before if he has from 1 to 5 years of continuous service, 4 weeks before if he has from 5 to 10 years of continuous service and 8 weeks before if he has 10 years or more of continuous service. A notice of termination of employment given to an employee while he is laid off is absolutely null, except in the case of employment that does not usually last longer than 6 months due to seasonal influences.

Saint Eugene de Guigues (Quebec): Around the Neighborhood

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Saint-Eugène-de-Guigues, often shortened to Saint-Eugène, is a municipality in northwestern Quebec, Canada, in the Témiscamingue Regional County. Females, 80, Females, 10, Females, 69, Saint-Eugène-de- Guigues, Quebec [CCS] Cap-Chat, Quebec [CCS]. Top 10 Lowest Gas Prices & Best Gas Stations in Quebec Change Province Rue Principale near Rue de la Montagne .. Saint-Eugène-de-Guigues.