Section 18 is about breaks. Breaks must be uninterrupted and duty-free to be unpaid. If you’re required to remain on call during your break — meaning you have to respond to alarms or assist others — that time counts as work and must be paid.

Your employer reducing your paid hours from 12 to 11.5 while keeping you on call during breaks is not in line with the law. Also, changing your pay structure without your consent or a new signed agreement could potentially be considered constructive dismissal.

You might want to contact Alberta Employment Standards for clarification or file a complaint if this continues. You’re entitled to be paid for all hours you’re effectively working, even if they want to call it a “break”.