overtime pay
October 8, 2019 Occasional Contributors Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Wages and Compensation,
Aside from some “tweaks”, not much has changed when it comes to the Ontario’s overtime rules in many years. Why then do I see so much employer non-compliance?
employment law, overtime, overtime hours, overtime hours worked, overtime pay, overtime pay claims, overtime rules, Overtime rules in Ontario, Overtime threshold
September 11, 2019 Lisa Stam, Spring Law Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Wages and Compensation,
Despite many workplaces that are trying hard to keep work hours reasonable and limit them to 40 hours per week, in busy workplaces, overtime is very often inevitable – at least once in awhile.
employment law, lieu time, overtime exemption, overtime hours, overtime pay
December 14, 2017 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Penalties and Fines, Pensions and Benefits, Source Deductions and Reporting, Uncategorized, Wages and Compensation
The three popular articles this week on HRinfodesk deal with current and 2018 payroll rates charts and complying with Bill 148 provisions that are in force January 1, 2018, as well as the equal pay for equal work provisions effective April 1, 2018.
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December 12, 2017 Rubin Thomlinson LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Union Relations, Wages and Compensation
On November 22, 2017, the Ontario government passed Bill 148, which includes amendments to the Employment Standards Act (“ESA”), the Labour Relations Act (“LRA”) and the Occupational Health and Safety Act (“OHSA”). On November 27, 2017, Bill 148 received Royal Assent.
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October 28, 2016 Rubin Thomlinson LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Penalties and Fines, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Union Relations, Wages and Compensation
Before hiring your first employee, an employer needs to educate itself on the various requirements under the Employment Standards Act, 2000 (and other legislation such as the Workplace Safety and Insurance Act (the “WSIA”) and Occupational Health and Safety Act) and the nuances associated with termination of an employee’s employment. Although there will be some upfront costs associated with record keeping, registering for insurance pursuant to the WSIA and learning about employment legislation, the benefits of such proactivity will pay off in the future when issues inevitably arise, even if you only have one or two employees.
employer withholding obligations, employment agreement, employment law, employment standards act, holiday pay, hours of work, minimum wage, Occupational Health and Safety Act, Occupiers’ Liability Act, overtime pay, paying worker “under the table”, reasonable notice of termination, rest periods, statutory benefit deductions, termination provision, unpaid wages, Workplace Safety and Insurance Act, WSIA insurance fund
October 7, 2016 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Penalties and Fines, Pensions and Benefits, Recruiting and Hiring, Union Relations, Wages and Compensation
When it comes to employment standards legislation, employers must remember that just because an employee agrees to something, that does not make it lawful. More importantly, parties cannot contract out of employment standards requirements, and employers that breach employment standards legislation expose themselves to significant risk, even if the employee in question appears to have acquiesced. This often arises when it comes to overtime or vacation.
employment law, Employment Standards legislation, employment standards requirements, Ministry of Labour, Ministry of Labour inspectors, overtime, overtime pay, vacation pay, vacation time
August 10, 2016 Lisa Stam, Spring Law Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Penalties and Fines, Union Relations, Wages and Compensation
If you are reading an employment law blog you already know that employers have legal obligations under the Ontario Employment Standards Act. The top five violations for the fiscal year 2014/2015, as compiled by the Ministry of Labour, were with respect to…
employment law, employment standards act, Employment Standards Officer, ESA, inspections, Ministry of Labour, Ontario Labour Relations Board, overtime pay, Payroll, Public Holiday Pay, public holidays, record keeping, termination, vacation pay, vacation time
April 18, 2016 Vey Willetts LLP Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Wages and Compensation
The use of unpaid interns has come under increased media and political scrutiny. Fuelled by horror stories of young interns collapsing under extreme workplace pressures, the issue reached the political agenda. In the summer of 2014, the Ontario Ministry of Labour carried out a highly publicized workplace inspection blitz to determine if intern rights were being respected. Rules governing the appropriate use of interns in Ontario are not new. They had been in place long before the summer 2014 blitz. The rules are set out in section 1(2) of the Employment Standards Act.
Canada labour Code, employment law, employment standards act, interns, internship, internship placement, minimum wage, Ontario Ministry of Labour, overtime pay, Public Holiday Pay, unpaid internships, vacation pay, Work experience, workplace inspection blitz
July 28, 2014 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Source Deductions and Reporting, Wages and Compensation
The Court of Appeal of Quebec recently considered, in the Skiba v. Playground[1] decision, the issue of overtime pay and, in particular, the correct interpretation of sections 54 and 55 of the Act respecting labour standards. In our opinion, this decision will have certain repercussions in the workplace, and we find it useful to review the factual background giving rise to those repercussions, as well as the conclusions of both the Superior Court and the Court of Appeal.
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April 8, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources
Ontario’s Employment Standards Act (the ESA) sets out the minimum terms of employment for most employees in Ontario. It is a complex law that is difficult to understand. An employer cannot contract out of these minimum standards. Did you know your organization must post a Minister of Labour poster entitled “What You Should Know About The Ontario Employment Standards Act” in your workplace?
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March 11, 2014 Doug MacLeod, MacLeod Law Firm Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Standard for Customer Service, Wages and Compensation
According to an AODA Alliance news release and a Nov. 18, 2013, Toronto Star article, the Ontario government fully knows that 70 percent of Ontario private sector organizations with at least 20 employees have not complied with the Accessibility for Ontarians with Disabilities Act’s (AODA) reporting requirements. Reports were due December 31, 2012. This is not surprising because in my experience, most small businesses are simply not aware of the law.
accessibility, Accessibility for Ontarians with Disabilities Act, Accessibility standards, employment law, employment standards act, human rights code, joint health and safety committee, mandatory health and safety awareness training, non-compliance, Occupational Health & Safety Act, overtime pay, pay equity act, Small to medium size businesses, statutory obligations
October 28, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Training and Development, Wages and Compensation
The Ontario Ministry of Labour (MOL) conducts inspections to ensure compliance with the Employment Standards Act, 2000 (ESA). The MOL targets employers in (as they put it) “sectors where there is a history of employment standards violations and where vulnerable workers are employed.” Thankfully, at least the MOL announces the targeted sector so that employers can prepare. This time, the target is the retail industry.
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September 4, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation
I am fortunate in my practice to work with clients in different industries, ranging from healthcare and social services to traditional manufacturing. Although employment laws generally apply to all industries in much the same way, there are usually certain issues that some industries face more than others. This is true of many clients I assist in the retail industry.
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April 11, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Privacy and Security, Union Relations, Wages and Compensation
The three most viewed articles on HRinfodesk this week deal with the court calling into question the termination without notice of a probationary employee, how the law around references is changing and how a mistake in a contract led to constructive dismissal.
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November 16, 2012 Christina Catenacci Employee Relations, Employment/Labour Standards, HR Policies and Procedures, HRMS, Human Resources, Payroll, Wages and Compensation
So you have an employee who has been working with you for five years, and now you have to terminate the employee because it is just not working out. When parting ways, the employee insists that you should have been paying him overtime pay for all the years he has worked for you – and he wants to claim this alleged outstanding overtime pay, or he will be making a claim for unpaid wages with the Employment Standards Branch for unpaid overtime. How can employers avoid this and other types of overtime claim?
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Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
