Q1: (1) A person must not employ a child under 15 years of age unless the

person has obtained the written consent of the child's parent or

guardian.
(2) A person must not employ a child under 12 years of age without the
director's permission.
(3) On permitting the employment of a child under 12 years of age, the
director may set the conditions of employment for the child.
(4) An employer must comply with the conditions of employment set
under subsection
Q2 : Subject to subsections (2) and (3), if as required by an employer an
employee reports for work on any day, the employer must pay the
employee for a minimum of 2 hours at the regular wage whether or not
the employee starts work, unless the employee is unfit to work or fails
to comply with Part 3 of the Workers Compensation Act, or a
regulation under that Part.
Q3: (1) An employer must pay an employee who works over 8 hours a day,
and is not working under an averaging agreement under section 37,
(a) 1 1/2 times the employee's regular wage for the time
over 8 hours, and
(b) double the employee's regular wage for any time over
12 hours.
(2) An employer must pay an employee who works over 40 hours a
week, and is not working under an averaging agreement under section
37, 1 1/2 times the employee's regular wage for the time over 40 hours.
(3) For the purpose of calculating weekly overtime under subsection
(2), only the first 8 hours worked by an employee in each day are
counted, no matter how long the employee works on any day of the
week.
Q4: An employer must comply with section 45 or 46 in respect of an
employee who has been employed by the employer for at least 30
calendar days before the statutory holiday and has
(a) worked or earned wages for 15 of the 30 calendar days
preceding the statutory holiday, or
(b) worked under an averaging agreement under section
37 at any time within that 30 calendar day period.

Q5: The director may refuse to accept, review, mediate, investigate or

adjudicate a complaint or may stop or postpone reviewing, mediating,
investigating or adjudicating a complaint if
(a) the complaint is not made within the time limit
specified in section 74 (3) or (4),
(b) this Act does not apply to the complaint,
(c) the complaint is frivolous, vexatious or trivial or is not
made in good faith,
(d) the employee has not taken the requisite steps specified
by the director in order to facilitate resolution or
investigation of the complaint,
(e) there is not enough evidence to prove the complaint,
(f) a proceeding relating to the subject matter of the
complaint has been commenced before a court, a tribunal,
an arbitrator or a mediator,
(g) a court, a tribunal or an arbitrator has made a decision
or an award relating to the subject matter of the complaint,
(h) the dispute that caused the complaint may be dealt
with under section 3 (7), or
(i) the dispute that caused the complaint is resolved.