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
Basic rules
- The basic overtime rule for employees of a municipal district or Metis settlement employed in road construction or maintenance, or snow removal from roads is 10 hours per day or 191 per month, whichever is greater.
Who’s considered a road construction and maintenance employee?
- Municipal district or Metis settlement employees employed in:
- road construction
- road maintenance, or
- snow removal from roads
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 road construction and maintenance employees.
Exceptions to the minimum standards for regular and overtime hours
Employees must receive overtime:
- for hours worked in excess of 10 hours per day or 191 hours per month, whichever is greater
- for hours worked in excess of 44 hours per week, in either the first or last month of employment if fewer than 191 hours is worked
- at a rate of at least 1.5 times the regular rate of pay, or banked time off with pay at a rate of at least 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 road construction and maintenance 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
- Vacations
- Youth employment
How the law applies
Part 3, Division 2 and 3 of the Employment Standards Regulation outlines the provisions for highway and railway construction employees.
Disclaimer: In the event of any discrepancy between this information and Alberta Employment Standards legislation, the legislation is considered correct.