Irrigation district employees - Employment standards exceptions
There are special provisions to the rules outlined in the Employment Standards Code for irrigation district employees.
The legislation on this page is now in effect
For information on Employment Standards legislation that was in force until December 31, 2017, go to https://work.alberta.ca/employment-standards-2017.html
- The overtime rule for employees of irrigation districts is 9 hours per day or 54 hours per week, whichever is greater.
Who’s considered an irrigation district employee?
An irrigation district employee is someone who is employed by an irrigation district, and does not primarily work in an office.
For these provisions to be applicable to an employee they must meet the definition above and:
- be employed full time
- paid wages on a monthly basis>
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 employees of irrigation districts.
Exceptions to the minimum standards for regular and overtime hours
Employees must receive overtime:
- for hours worked in excess of 9 hours a day or 54 hours a week, whichever is greater
- at a rate of 1.5 times the regular rate of pay, or banked time off with pay at a rate of 1.5 times, for all overtime hours worked
What additional Employment Standards apply?
In addition to the special provisions outlined above, all other minimum standards for employment apply to irrigation district employees. Additional information on these rules can be found at:
- Averaging agreements
- 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 4 of the Employment Standards Regulation outlines the provisions for irrigation district employees.
Disclaimer: In the event of any discrepancy between this information and Alberta Employment Standards legislation, the legislation is considered correct.
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