C-8.2.1 - Act respecting emergency communication centres

Section 129 Disposition versions

2024-05-28

129. (Repealed).

2001, c. 76, s. 129; 2001, c. 76, s. 191; 2015, c. 15, s. 220; 2024, c. 18, s. 44.

2016-01-01

129. Every employer is guilty of an offence and liable to a fine of $200 to $1,000 who, without good cause shown, by discriminatory measures, reprisals, a change in employment conditions, transfer, suspension or dismissal or any other sanction, prevents an employee from acting or aims to punish an employee for having acted under the command of a civil protection authority, a government department or body involved in civil protection or a municipality that declared a state of emergency when the employee is mobilised or his or her intervention is required under this Act, provided the person informed the employer that he or she had to leave work precipitously or could not report for work.

In addition, a person who feels aggrieved by a measure referred to in the first paragraph may exercise a remedy before the Administrative Labour Tribunal. The provisions applicable to a remedy relating to the exercise by an employee of a right under the Labour Code (chapter C-27) apply, with the necessary modifications.

2001, c. 76, s. 129; 2001, c. 76, s. 191; 2015, c. 15, s. 220.

2002-11-25

129. Every employer is guilty of an offence and liable to a fine of $200 to $1,000 who, without good cause shown, by discriminatory measures, reprisals, a change in employment conditions, transfer, suspension or dismissal or any other sanction, prevents an employee from acting or aims to punish an employee for having acted under the command of a civil protection authority, a government department or body involved in civil protection or a municipality that declared a state of emergency when the employee is mobilised or his or her intervention is required under this Act, provided the person informed the employer that he or she had to leave work precipitously or could not report for work.

In addition, a person who feels aggrieved by a measure referred to in the first paragraph may exercise a remedy before the Commission des relations du travail established by the Labour Code (chapter C-27). The provisions applicable to a remedy relating to the exercise by an employee of a right arising out of the Code apply, with the necessary modifications.

2001, c. 76, s. 129; 2001, c. 76, s. 191.

2001-12-20

129. Every employer is guilty of an offence and liable to a fine of $200 to $1,000 who, without good cause shown, by discriminatory measures, reprisals, a change in employment conditions, transfer, suspension or dismissal or any other sanction, prevents an employee from acting or aims to punish an employee for having acted under the command of a civil protection authority, a government department or body involved in civil protection or a municipality that declared a state of emergency when the employee is mobilised or his or her intervention is required under this Act, provided the person informed the employer that he or she had to leave work precipitously or could not report for work.

In addition, a person who feels aggrieved by a measure referred to in the first paragraph may exercise a remedy before a labour commissioner as if it were a recourse related to the exercise of a right under the Labour Code (chapter C-27). Sections 15 to 20, 118 to 137, 139, 139.1, 140, 146.1 and 150 to 152 of the said Code apply, with the necessary modifications.

2001, c. 76, s. 129.