In fair work, for example, Professor Arthurs did recommend that employers require workers to work up to 12 hours a day or 48 hours a week (unless they have to work longer), but that there should be an absolute right to refuse where: the worker has unavoidable and important family obligations; training commitments or a time conflict with other jobs (only part-time workers). This change would mean that employers could require workers to work excess daily hours without consent, as noted above. Across North America, some jurisdictions have looked at ways to treat THA problems. Ontario is in the minority of jurisdictions that specifically deals with tha employment in its legislation. The Manitoba Worker Recruitment and Protection Act not only requires an operating licence, but also contains provisions that govern the operation of the THA sector (e.g..B. prohibits agencies from charging fees to contractors[229] and preventing a client from hiring a workforce similar to that in Ontario. ACSESS recommended that the government not adopt pay parity provisions and argued that there was no guarantee that temporary workers would also be qualified for those who replace or work with them, and that this would be a cross-cutting response to a number of complex factors. A worker and an employer may agree in writing that the worker receives paid free time instead of overtime pay. If an employee accepts overtime, he or she must receive 1.5 hours of leave for each overtime worked. Some governments have the right to apply for provisions (i.e. Vermont[165] and San Francisco). Such an on-demand right is intended to protect those who choose to limit their working time to fulfill family obligations, to promote the sustainability of work in the current workplace, and to take into account the choice of parenthood even when the withdrawal of the workforce is affordable. In addition, these provisions protect against reprisals when they require schedule changes for a number of reasons.
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