Then, unless she is common-law with you, she is unlikely to get paid funeral leave. However she is far more likely to be allowed to take vacation or unpaid leave unless she is essential staff. She also *may* be covered by a union and therefore have access to a stewart who could explain the situation better than I.
(Note... very short term contracts may be different in ways I do not know about.)
She works with a temp agency. They have placed her at Health Canada, but it is not Health Canada's rules which are in effect. It's the agency's, and they tend to be somewhat harsh (my favourite was finding out you don't get paid for stat holidays unless you've been working for the previous three months. Possibly it was four months. Either way, *not happy*).
But from what I recall from working at Industry, your summary is correct.
Then as long as you are recognized as a common-law (Did you fill it in on your tax forms this past year? That would be your best proof either way.) they can't stop her from taking up to 10 days even if there are no provisions in her specific contract as the ESA is over and above what is agreed. If you are not recognized as common-law they she has no leg to stand on.
The other possibility is if they hired Kerry Inc to do the work and not Kerry. Kerry could easily take time off from Kerry Inc but Kerry Inc could be in violation of its agreement with Health Canada.
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(Note... very short term contracts may be different in ways I do not know about.)
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But from what I recall from working at Industry, your summary is correct.
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The other possibility is if they hired Kerry Inc to do the work and not Kerry. Kerry could easily take time off from Kerry Inc but Kerry Inc could be in violation of its agreement with Health Canada.
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Anyway, this is achedemic, as it looks like she got Tuesday off.
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