remuneration

Les agences de placement de personnel continuent d’être dans la mire du fisc.

December 4, 2014 Occasional Contributors Employee Relations, Employment/Labour Standards, French Based HR/RH Content, French Based Payroll/Gestion De La Paie Content, Health and Safety, Human Resources, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Wages and Compensation

Nous avons depuis quelque temps été témoins d’interventions plus musclées de la part des autorités fiscales à l’encontre des travailleurs (ou leurs sociétés) qui contractent avec des agences de placement de personnel aux fins de la prestation de services à leurs entreprises-clientes. L’impact de la récente décision de la Cour d’appel du Québec (17 juillet 2014) relativement à l’agence Océanica , bien que visant le secteur des infirmiers, se fera sentir dans tous les secteurs.

agence de placement, assignation du travail, assurance parentale, assurance-maladie, Code du Travail, cotisations, Cour d'appel du Québec, droit commun, Droit de l, Droit de l'emploi, droit fiscal, emploi, en matière de relations d’emploi, entreprises-cliente, impôts sur le revenu, Les agences de placement de personnel, Normes du travail, régime des rentes du Québec, remuneration, salarié ou travailleur autonome, sécurité au travail, travailleurs

Make mine a Bitcoin: Payroll issues and digital currency

October 29, 2014 Vey Willetts LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, International Payroll, Payroll, Source Deductions and Reporting, Wages and Compensation

The bitcoin, a decentralized digital currency conceived in 2008, has experienced exponential growth in use over the past 2 years. Bitcoin ATMs have begun to spring up in cities across Canada—including in Ottawa’s Byward Market and on Spadina Avenue in downtown Toronto. Demand for the currency has also penetrated the employment world, with some employees seeking pay in Bitcoin in lieu of the Canadian Dollar.

bitcoin, calculating the appropriate amount to pay, canadian employment law, compensation, digital currency, employment law, employment standards act, minimum wage, remuneration, Tax implications, wages in Bitcoin

Private member’s bill would curtail unpaid internships

March 17, 2014 Adam Gorley Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Payroll, Pensions and Benefits, Recruiting and Hiring, Training and Development, Wages and Compensation

Opposition MPP Jonah Schein has introduced a private member’s bill to place stricter limits on unpaid internships in Ontario. Bill 170, Employment Standards Amendment Act (Greater Protection for Interns and Vulnerable Workers), 2014, doesn’t seek to eliminate unpaid internships entirely, but rather hopes to make employers more accountable and give interns (and students) more legal clout.

Bill 170, co-op programs, complaints and enforcement, displacing employees, employment law, employment rights, employment standards act, Employment Standards Amendment Act (Greater Protection for Interns and Vulnerable Workers), for the benefit of the individual, hours of work, inform trainees of rights, interns, Jonah Schein, Leaves of absence, lie detectors, Ministry of Labour, no remuneration, ontario, persons receiving training, post-secondary students, protecting interns, public holidays, records, remuneration, reprisals, secondary students, terminations, terms of employment, unpaid internships, vacation, work experience programs

Another reason why an employment contract should contain a termination clause

October 9, 2013 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation

Just like pre-nuptial agreements, employers should contemplate termination when their employment contracts are drafted. A recent case illustrates why it is important to include a legally enforceable termination clause in an employment contract for all employees.

bonus, canadian employment law, car allowance and benefits, employment contract, employment law, employment standards act, enforceable termination clause, just cause, litigation risk, minimum standards, Notice of termination, notice period, reasonable notice, remuneration, salary, summary judgment, terminated without cause, termination, Termination clause, terminations, wrongful dismissal

The legality of unpaid internships in Ontario

July 30, 2012 Occasional Contributors Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Training and Development, Wages and Compensation

young people holding up letters to spell "internships"

We’re pleased to present lawyer Andrew Langille of Youth and Work on what the law in Ontario says about unpaid internships. Here, Andrew focuses on the impact of unpaid internships on interns themselves, but organizations and businesses that use or hope to use unpaid interns must pay attention. It is crucial to know whether your intern is legally an intern (and therefore not subject to Ontario’s Employment Standards Act), or actually an employee. And the answer might surprise you.

academic program, Andrew Langille, benefit of the individual, co-op program, David Doorey, displace employees, employment law, employment standards act, Employment Standards Information Centre, Human Rights Legal Support Centre, internships, Law Society of Upper Canada, Lawyers Referral Service, Nav Bhandal, ontario, Ontario Human Rights Code, Ontario Labour Relations Board, Ontario Ministry of Labour, remuneration, Ross Perlin, small claims court, students, trainees, unpaid internships, vocational school, young and new workers

Conflicting views on engagement?

April 14, 2011 Adam Gorley Health and Safety, Human Resources, Recruiting and Hiring

There are a lot of factors to employee engagement. Some employees need recognition, in the form of pay, benefits, seniority or favour. Others need to feel that they are part of the company and have a stake in its success. Still others need to feel a connection to their work; it must be creative and challenging. Most workers probably need some balance of all these factors. I know I wouldn’t last long in a dull and repetitive environment. But I also would feel unappreciated if I weren’t remunerated appropriately.

anger, challenging work, depression, employee benefits, employee engagement, employee recognition, employee retention, health and safety, insufficient pay, job meaning, overwork, productivity, promotions, remuneration, salary, stress, workplace violence