Part I - Act respecting labour standards
CHAPTER V - Recourses
No employer or his agent may dismiss, suspend or transfer an employee, practice discrimination or take reprisals against him, or impose any other sanction upon him:
An employer must of his own initiative transfer a pregnant employee if her conditions of employment are physically dangerous to her or her unborn child. The employee may refuse the transfer by presenting a medical certificate attesting that her conditions of employment are not dangerous as alleged.
1979, c. 45, s. 122; 1980, c. 5. s. 10; 1982, c, 12. s. 5; 1990, c. 73, s. 55; 1995, c. 18, s. 95; 2002, c. 80, s. 61; 2011, c. 17, s. 56.
An employee may exercise a recourse if he is dismissed, suspended, transferred, if the employer practices discrimination against him or takes reprisals against him or if the employer imposes any other sanction by reason of one of the nine grounds mentioned in section 122 ALS. The reinstatement as well as an indemnity equivalent to the wages and other benefits that the employee was deprived of by the sanction can be granted if the recourse is upheld.
On May 1, 2003, the Act added a new reason under the protection of section 122 ALS. The employee is protected in the case where the employer wants to take action due to an inquiry made by the Commission in one of the employer’s establishments.
Moreover, the protection granted to the employee in relation to the refusal to work beyond his regular working hours for obligations related to care, health or education is no longer limited to a minor child. Indeed, this refusal extends to his child, whether or not he is a minor, to the child of his spouse or by reason of the state of health of his close relatives. The employee must have taken the reasonable means at his disposal to assume his parental or family obligations otherwise.
Moreover, the right of an employee to be absent owing to sickness, accident or criminal offence is now stipulated in Division V.0.1 of the Act (see the interpretation of sections 79.1 to 79.6 ALS). In this case, the condition required by the legislator in the application of presumption (see section 123.4 ALS) is the absence motivated by reason of sickness and not necessarily the proof of such sickness. The employee who exercises this right benefits from protection regarding the aforementioned sanctions by way of the recourse stipulated in paragraph 1) of section 122 ALS.
Three situations constitute a “wrongful act”: