Significant amendments to Part III of the Canada Labour Code pursuant to the Jobs and Growth Act, 2012, will come into force April 1, 2014. Essentially, the changes involve implementing a statutory complaints framework for unpaid wages and other violations of the Code (with new time limits), creating an internal administrative review process for payment orders and notice of unfounded complaint and imposing a new 30-day time limit for payment of vacation owing in the case of termination.
Employers! Keep track of your workers’ hours and wages—or an employment standards officer may intervene and determine what you owe. A Northwest Territories employer got off easy in a recent case of poor record keeping, but the decision sends a clear message to businesses across the country.
The Northwest Territories Labour Standards Board ruled that although a terminated worker was indeed a “manager,” as there was an agreement that he would be compensated for overtime work, the employer had to pay overtime pay owed, in addition to termination, statutory holiday and vacation pay.
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