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Canadian Law of Work Forum (CLWF)
Law of Work Archive

The 4 day work week?

by David Doorey August 25, 2008
written by David Doorey August 25, 2008

A story in the Star recently examined how some Canadian companies have taken a liking to the concept of cramming 40 hours into 4, 10 hour work days, rather than the more common 5 day work week.  This isn’t a new idea.  It’s been floating around for decades as a possibility that might improve employee morale (by giving permanent long weekends) and efficiency (for example, by lowering overhead costs or reducing the number of shift turnovers).  According to the story, the 4 day work week is attracting renewed interest because of rising fuel costs, which make it more expensive to keep machinery running and raises the cost of employee commutes.
The story focuses on Daimler-Chrysler, and notes that the company is in discussions with the Canadian Auto Workers, which represents the workers.   Depending on the language in a collective agreement regarding hours of work, a unionized employer may need to bargain a change from a five-day to a four-day work week.  What about a non-union employer?  Do you think a non-union employer could introduce such a change?
It’s an easy question if the employment contract gives the employer the unilateral right to change hours and work schedules.  Likewise if the employee agrees to the change, and many might.  Presumably, consideration would flow both ways under such an arrangement, so an agreement to change hours and days of  work would be enforceable.
How about if the contract is silent, and the employee doesn’t want to change her work schedule?  Perhaps the employee has family responsibilities that prevent her from working 10 hour days.  Do you think that a unilateral change in a work schedule from 5 to 4 days would amount to a constructive dismissal?  Should the employer be permitted to make this change without the employee’s agreement?

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David Doorey

Professor Doorey is an Associate Professor of Work Law and Industrial Relations at York University. He is the Director of the School of HRM at York and Director of Osgoode Hall Law School’s executive LLM Program in Labour and Employment Law and on the Advisory Board of the Osgoode Certificate program in Labour Law. He is a Senior Research Associate at Harvard Law School’s Labor and Worklife Program and a member of the International Advisory Committee on Harvard University’s Clean Slate Project, which is re-imaging labor law for the 21st century

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RSandillRicha Sandill@RSandill·
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@SCLSclinic and I were so fortunate to represent this client last year. I am thrilled that this decision brings more clarity for family status accommodations rights amidst a pandemic that has tested parents, caregivers, and families like never before. https://twitter.com/CanLawWorkForum/status/1364605259071561730

CLWF@CanLawWorkForum

New from @RSandill (counsel for applicant), discussing important new "family status" discrimination decision from OHRT:

"Kovintharajah v. Paragon Linen & Laundry: When Failure to Accommodate Child Care Needs is “Family Status” Discrimination"

https://lawofwork.ca/13360-2/

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TheLawofWorkDavid J. Doorey@TheLawofWork·
24 Feb

Here's my latest in @jacobinmag.

If Ontario's labor laws applied in Alabama, the Amazon vote would have been held months ago so workers could get back to their jobs. Instead, the NLRA permits Amazon to conduct a months' long onslaught of anti-union propaganda. https://twitter.com/jacobinmag/status/1364613560425275392

Jacobin@jacobinmag

Amazon workers in Alabama are voting on whether to unionize, but the company is bombarding them with anti-union propaganda. In Canada, by contrast, votes are held quickly, making it harder for companies to stack the deck — a model that can work in the US. http://jacobinmag.com/2021/02/amazon-alabama-canada-labor-law-union-vote

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CanLawWorkForumCLWF@CanLawWorkForum·
24 Feb

New from @RSandill (counsel for applicant), discussing important new "family status" discrimination decision from OHRT:

"Kovintharajah v. Paragon Linen & Laundry: When Failure to Accommodate Child Care Needs is “Family Status” Discrimination"

https://lawofwork.ca/13360-2/

Reply on Twitter 1364605259071561730Retweet on Twitter 13646052590715617304Like on Twitter 13646052590715617304Twitter 1364605259071561730
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