- The overtime rule for field catering employees is 10 hours per day or 191 hours per month, whichever is greater.
- Overtime must be paid for hours worked in excess of 10 hours a day or 44 hours a week, in either the first or last month of employment if fewer than 191 hours is worked in those months.
Who’s considered a field catering employee?
A field catering employee is a person who:
- works or provides services in the operation of field camps to provide food services or accommodation
- does not work within 16 km of an urban municipality
Hours of work and pay
The standard overtime rule of hours worked in excess of 8 hours a day or 44 hours a week, whichever is greater, doesn’t apply to field catering employees.
Exceptions to the minimum standards for regular and overtime hours
Employees must receive overtime:
- for hours worked in excess of 10 hours a day or 191 hours a month, whichever is greater
- for hours worked in excess of 10 hours a day or 44 hours a week, in either the first or last month of employment if fewer than 191 hours is worked in those months
Regular rules for overtime pay rates and banked overtime apply.
NOTE: 8 hours a day and 44 hours a week minimum standards for overtime apply if the work takes place within 16 km of an urban municipality.
What additional Employment Standards apply?
In addition to the special provisions outlined above, all other minimum standards for employment apply to employees. Additional information on these rules can be found at:
- Averaging arrangements
- Breaks and days of rest
- Deductions from earnings
- General holidays
- Job-protected leaves
- Minimum wage
- Overtime hours and pay with the exception of what’s considered overtime hours listed above
- Payment of earnings
- Termination of employment
- Youth employment
How the law applies
Part 3, Division 2 of the Employment Standards Regulation outlines the provisions for field catering, geophysical exploration, land surveying, logging and lumbering, and road maintenance employees.
Disclaimer: In the event of any discrepancy between this information and Alberta Employment Standards legislation, the legislation is considered correct.