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WSIA 1997 requires Form 7 reporting within three days of a critical injury. GPS site logs back the workforce timeline WSIB inspectors expect to see.
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Time theft drains up to 145,000 a year from a 50-person crew through early finishes and padded hours. Here is what the clock-in on trust costs.
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Bill C-241 and Québec Bill 19 set the Canadian disconnect-from-work standard. GPS workforce platforms must respect off-hours boundaries or trigger complaints.
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Worker monitoring rules tighten across the EU by 2 December 2026. What changes for UK firms with teams in Europe, and how to be ready.
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BC PIPA, Alberta PIPA and Québec Law 25 each restrict GPS workplace surveillance. Here is the consent and proportionality framework that satisfies all three.
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Employee surveillance pushes over 4 in 10 monitored workers to plan leaving within the year. Why constant watching backfires, and what actually works.
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PIPEDA principles require notice, consent and minimum collection before GPS workforce tracking. Here is how to comply without losing operational visibility.
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BC ESA s.28 requires payroll records for four years. GPS records defend against Director-rate complaints filed at the Employment Standards Branch.
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Québec LSA RLRQ c. N-1.1 and CNESST audits demand accurate hours records. GPS clock-ins prove compliance in French and English without parallel timesheets.
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Ontario ESA s.15 requires three years of accurate time records. GPS clock-ins prevent the missed-overtime claims that follow a Ministry of Labour audit.
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Canada Labour Code Part III s.169 caps standard hours at 40 per week. GPS clock-ins produce the audit record federally regulated employers must keep.
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Job done, then disputed: the “no record of it” problem seen from both sides. Tell us yours in a 2-minute anonymous survey.
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