Saskatchewan

Working or not working on family day? A public holiday in most jurisdictions

February 15, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Union Relations, 0

Alberta, Ontario, Saskatchewan, Manitoba, Prince Edward Island and British Columbia are the Canadian jurisdiction that recognize Family Day as a public (statutory) holiday and allow workers that qualify time off with pay on that day. This year except in British Columbia, family day for these provinces fall on February 18, 2013.

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HRLaw: End of the year wrap up and other legislative changes effective January 1, 2013

December 21, 2012 Yosie Saint-Cyr Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Human Rights, Integrated Accessibility Regulation, Payroll, Pensions and Benefits, Source Deductions and Reporting, Standard for Customer Service, Standard for the Built Environment, Union Relations, Wages and Compensation, 0

Several changes to pension, employment standards, payroll and other legal requirements are coming into force January 1, 2013 or later. Below you will find brief summaries, listed by jurisdiction, of some of the important changes employers need to know about and prepare for: (The post is now updated and includes the new AODA Built environment requirements coming into force January 1, 2013).

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Saskatchewan poised to enact the most far-reaching regulation to protect late night retail workers in Canada

November 22, 2012 David Hyde Employee Relations, Health and Safety, Human Resources, 0

Saskatchewan’s Ministry of Labour Relations and Workplace Safety has announced the enactment of a new regulatory amendment aimed at enhancing the protection of late night retail workers in that province. The new law comes into force on January 1st, 2013, and compels those operating late night retail establishments to conduct a hazard assessment and implement a range of specific crime prevention measures to protect late night retail workers.

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Slaw: Should workers’ compensation pay for injured worker’s medical marijuana?

September 27, 2012 Yosie Saint-Cyr Health and Safety, Human Resources, Payroll, Pensions and Benefits, 0

A recent Saskatchewan Court of Queen’s Bench decided that an injured worker should have his case heard on its merit to determine if his medical marijuana should be paid for by workers’ compensation.

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Family Day: A public holiday in most jurisdictions

February 17, 2012 Yosie Saint-Cyr Employment/Labour Standards, Human Resources

All jurisdictions in Canada provide for a number of public (also called statutory or general holidays) holidays each year. Some are common to all jurisdictions; others are specific to individual provinces and territories. This year, Family Day falls on Monday February 20, 2012.

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Does essential services legislation violate Charter rights?

February 17, 2012 Christina Catenacci Human Resources, Union Relations

After examining Canada’s international labour obligations, Saskatchewan’s Court of Queen’s Bench, has confirmed that section 2(d) of the Charter (the freedom to associate) includes the right to strike. This is something the courts have historically refused to admit in their decisions.

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Saskatchewan employer obligations on election day

October 7, 2011 Yosie Saint-Cyr Employment/Labour Standards, Human Resources

The next provincial election in Saskatchewan is scheduled for Monday, November 7, 2011. Employers have certain obligations to employees under the Saskatchewan Election Act.

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Workplace violence and harassment training

December 9, 2010 Adam Gorley Health and Safety, Human Resources, Human Rights

I guess I’m lucky never to have experienced harassment at work and I certainly never expect to at my current job—unless you count some gentle ribbing at the annual croquet tournament. But nevertheless, First Reference recently had its first mandated workplace violence and harassment training session to educate me and my co-workers on the company’s new mandated policies.

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Workplace violence and harassment policies – to integrate or not?

April 1, 2010 Yosie Saint-Cyr Health and Safety, Human Resources

Ontario’s upcoming occupational health and safety violence and harassment rules require that employers implement violence and harassment prevention policies. Manitoba and Saskatchewan also require OHS policies for both workplace hazards. When drafting or updating your violence/harassment policies to meet legal OHS requirements (e.g., Ontario’s Bill 168), are you creating individual policies or integrating your policies? That was the question asked in the most recent HRinfodesk poll. According to the results of the poll, out of 155 responses, 84 (~54%) respondents intend to comply to the letter of the law, while 71 (~46%) respondents have taken another approach by integrating both policies into one.

Read the full article on HRinfodesk.