I realise, but the question is would *I* walk out in a similar situation.
Meaning it would depend on whose funeral it was.
And I know of no legal requirement of time off for funerals. I know of legal requirements to allow time off in general, though, so I can't imagine why "I'm taking one of my 'sick' days on this specific day to go to a funeral" would be a problem.
For government there is usually an allowance for some family realated funerals in the contract but not for other funerals. Kerry should be eligable for time off to go to Josh's grandfather's funeral IF she is married to Josh or IF she is in a legally recognized common-law relationship with Josh. (I think.) If she is just engaged to Josh then no dice.
It would likely be within the legal rights outlined in such a contract to ask for proof. (Note: Airlines require proof for funeral related discounts.) Whether or not they do it would probably be up to the particular office but in either case there is going to be a record of the claim for leave and the reason.
For general benifits (married or common-law) I know that there is at least a formal legal declaration of status somewhere in the paperwork that one would declare such status. (That is likely double checked if a security check is completed.)
Personally, when I had to attend a friends funeral I took vacation time.
IF she has a contract, there is usually a clause for something called 'compassionate' or 'bereavement' leave. If not, you're right, there is no law that says you're allowed ANY time off for any reason except the most extreme (ie: you had a heart attack and are in IC for like a month or something). Granting time off is totally at the discretion of the employer unless it's your vacation, which non-probationary employees are allowed to take once a year (the reason they collect vacation pay from you - or most do anyways).
Now, if you just TAKE the time off, TECHNICALLY the employer can only fire you if he has given you documented warnings for TWO OTHER incidents that are against company policy. This applies to anything that isn't against the law - ie: you can't embezzle from the company or slug someone on the factory floor one or two times for free. I think past a certain number of days you're considered permanently AWOL and the employer can find someone to fill your job, but it's not one or two days that's for sure.
Of course these days employers can do whatever the fuck they like because MOST people wrong-headedly eschew unions (or have no opportunity to join one in the first place) and then find out that the labor courts in this country are prohibitively expensive and time consuming (not to mention they often return decisions that are ludicrous in the extreme).
>>And working without a contract? Why would you do that? What employer would even try that?[<<
Hate to break this to you mon vieux, but a very LARGE hunk of the workforce works without a contract. Most jobs in the service industry, hospitality business...a lot of manual labor gigs...all sorts of people work only under the umbrella of the Canadian Labor Laws. Happens all the time.
As a matter of fact, in most of Corporate North America (and even a number of Crown Coporations such as Canada Post) the trend is to use what's called 'casual' labor. People under micro-contracts (and when I use the term contract, what I mean is roaring fuckin joke)that periodically (albeit often gently) contravene the Labor Code.
How strange. I've never *not* had a contract, even for simple manual labour, except for literal day-to-day "lift a whole lot of dirt" work. Even my fast-food service and stacking vegetables jobs had written contracts.
Regardless, I'd be very shocked if our gracious host didn't have a written contract.
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Meaning it would depend on whose funeral it was.
And I know of no legal requirement of time off for funerals. I know of legal requirements to allow time off in general, though, so I can't imagine why "I'm taking one of my 'sick' days on this specific day to go to a funeral" would be a problem.
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For general benifits (married or common-law) I know that there is at least a formal legal declaration of status somewhere in the paperwork that one would declare such status. (That is likely double checked if a security check is completed.)
Personally, when I had to attend a friends funeral I took vacation time.
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Now, if you just TAKE the time off, TECHNICALLY the employer can only fire you if he has given you documented warnings for TWO OTHER incidents that are against company policy. This applies to anything that isn't against the law - ie: you can't embezzle from the company or slug someone on the factory floor one or two times for free. I think past a certain number of days you're considered permanently AWOL and the employer can find someone to fill your job, but it's not one or two days that's for sure.
Of course these days employers can do whatever the fuck they like because MOST people wrong-headedly eschew unions (or have no opportunity to join one in the first place) and then find out that the labor courts in this country are prohibitively expensive and time consuming (not to mention they often return decisions that are ludicrous in the extreme).
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Besides. I was thinking "personal day" or "sick day", which are common in office contracts.
(And working without a contract? Why would you do that? What employer would even try that?[1])
[1]: assuming legal above-board employment, natch.
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Hate to break this to you mon vieux, but a very LARGE hunk of the workforce works without a contract. Most jobs in the service industry, hospitality business...a lot of manual labor gigs...all sorts of people work only under the umbrella of the Canadian Labor Laws. Happens all the time.
As a matter of fact, in most of Corporate North America (and even a number of Crown Coporations such as Canada Post) the trend is to use what's called 'casual' labor. People under micro-contracts (and when I use the term contract, what I mean is roaring fuckin joke)that periodically (albeit often gently) contravene the Labor Code.
They're out there.
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Regardless, I'd be very shocked if our gracious host didn't have a written contract.
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