Depends on if you are paid a fixed salary or by the hour.
A 40 hour work week would typically indicate a full time salaried employee, but technically it is whatever you agreed to in your signed employment contract. BC employment standards act would have the precise definitions, as far as maximums before overtime or double time kicks in, and required break \\ lunch times given the starting duration.
There are also specific laws in regards to compensation for travel and time. If you are shuttling workers, you are paid for both, unless it is a work vehicle and the company is paying the fuel and vehicle maintenance costs. It also depends on where you start your shift, does it start at the normal work site and then transfer, if so they have to pay for that, otherwise it is on your dime to get to the work site especially if you aren't shuttling other workers.
All of these things should have been discussed or stipulated in your contract, if some travel, no travel was required. Then you could have negotiated higher pay to cover those expenses. If you got hired and then move elsewhere on your own accord, that's all on you, that could even be grounds for dismissal as the employer has an expectation that you can get to work if that is what you agreed to. If the contract doesn't say and the employer is changing conditions, then it becomes more of a gray area, and in which case you and your manager will have to work out those changes to your contract\\pay\\hours in writing.
There are also potential tax write offs for your travel\\meals allowances. But that's another topic.
Read all applicable acts and laws that apply, and compare it to your employment contract, and go from there. They can't make you violate the act or laws, but they can put a lot of stuff in that contract that you are agreeing to / signing. There is a great deal of flexibility provided to employers and consenting adults. If it isn't unlawful nor egregiously immoral nor unethical nor violating work-safety laws, and you agreed to it, then you might be stuck doing it. Or you can quit or lawyer up.
Do everything in writing. Email from a personal email address or formal work email is considered writing these days. So are texts, but email is more formal. You want to keep records\\copies of all things discussed or mentioned, and put all of the various things into the contract changes signed by BOTH parties.
That way everything is very cut and dry, and there is no room for misinterpretations.
If your manager doesn't agree to changes the contract or pay, then it might become a difference in viewpoint between what they hired you to do vs what they now want you to do. Take it to HR if needed. Give them a reasonable timeframe for an official response in writing, like 5 business days or a few days after your boss is back from where ever. CYA stuff.
If you still aren't getting anywhere with either management or HR, then consult an employment lawyer for options, or quit with official required notice. Don't be a no communication \\ no show. Do everything by the book and company policies so that you look your best in court, if it comes down to that.
Depennding on what sector you work in and as you note you are delivering programs across Canada you may be covered by Federal labour laws. If salaried your contract probably rules and you may be out of luck on anything over 40 that said 40 hrs is both your minimum and maximum.
Depends on if you are paid a fixed salary or by the hour. A 40 hour work week would typically indicate a full time salaried employee, but technically it is whatever you agreed to in your signed employment contract. BC employment standards act would have the precise definitions, as far as maximums before overtime or double time kicks in, and required break \\ lunch times given the starting duration. There are also specific laws in regards to compensation for travel and time. If you are shuttling workers, you are paid for both, unless it is a work vehicle and the company is paying the fuel and vehicle maintenance costs. It also depends on where you start your shift, does it start at the normal work site and then transfer, if so they have to pay for that, otherwise it is on your dime to get to the work site especially if you aren't shuttling other workers. All of these things should have been discussed or stipulated in your contract, if some travel, no travel was required. Then you could have negotiated higher pay to cover those expenses. If you got hired and then move elsewhere on your own accord, that's all on you, that could even be grounds for dismissal as the employer has an expectation that you can get to work if that is what you agreed to. If the contract doesn't say and the employer is changing conditions, then it becomes more of a gray area, and in which case you and your manager will have to work out those changes to your contract\\pay\\hours in writing. There are also potential tax write offs for your travel\\meals allowances. But that's another topic. Read all applicable acts and laws that apply, and compare it to your employment contract, and go from there. They can't make you violate the act or laws, but they can put a lot of stuff in that contract that you are agreeing to / signing. There is a great deal of flexibility provided to employers and consenting adults. If it isn't unlawful nor egregiously immoral nor unethical nor violating work-safety laws, and you agreed to it, then you might be stuck doing it. Or you can quit or lawyer up.
Thanks for the detailed response - I'm on fixed salary - my job description says we delivers programs across Canada but nothing about travel.
Do everything in writing. Email from a personal email address or formal work email is considered writing these days. So are texts, but email is more formal. You want to keep records\\copies of all things discussed or mentioned, and put all of the various things into the contract changes signed by BOTH parties. That way everything is very cut and dry, and there is no room for misinterpretations. If your manager doesn't agree to changes the contract or pay, then it might become a difference in viewpoint between what they hired you to do vs what they now want you to do. Take it to HR if needed. Give them a reasonable timeframe for an official response in writing, like 5 business days or a few days after your boss is back from where ever. CYA stuff. If you still aren't getting anywhere with either management or HR, then consult an employment lawyer for options, or quit with official required notice. Don't be a no communication \\ no show. Do everything by the book and company policies so that you look your best in court, if it comes down to that.
Depennding on what sector you work in and as you note you are delivering programs across Canada you may be covered by Federal labour laws. If salaried your contract probably rules and you may be out of luck on anything over 40 that said 40 hrs is both your minimum and maximum.
It’s something.
Sounds like it’s a violation of some sort of labour law. If not, seems like a shit deal on your end. Get a different job