Here are some of the most notable changes Ontarian workers should take note of. The wage increase has been met with a conflicted response, simultaneously hailed as a boon and a plight to the economy, depending on who you ask. The provincial corporate tax rate has been lowered for small businesses, dropping to 3. Employees who have been with their employer for at least 5 years are now entitled to 3 weeks of vacation, up from 2 weeks. Employees with less than 5 years of seniority still receive a minimum of 2 weeks. If employees do not receive adequate notice, they are entitled to pay in lieu of notice. If an employee regularly works more than 3 hours per day, but shows up for work and receives less than 3 hours of work, they are required to be paid for at least 3 hours.
Hours of Service of Drivers
Reporting time pay constitutes wages. Murphy v. Kenneth Cole Productions, Inc. In Ward v.
Consolidation Period: From June 3, to the e-Laws currency date. Exemptions re Hours of Work and Eating Periods. 4. Exemptions re Three Hour Rule.
This legislative change reversed many of the controversial laws introduced by Bill in late This change was scheduled to take effect on January 1, Workers with over one 1 week of service were also entitled to two 2 paid PEL days. Effective January 1, , PEL was replaced with the following types of leaves:. An employee needs to be employed for a minimum of two 2 weeks to qualify for these new types of leaves. Perhaps the most controversial changes made to the ESA under Bill related to scheduling.
Employers across the province expressed concerns about the viability of the below scheduling rules, many of which were slated to take effect on January 1, Thanks to Bill 47, the only scheduling rule carried forward from Bill is the three 3 hour rule. Bill essentially made it unlawful to pay part-time, casual, or temporary staff members less than full-time employees performing essentially the same work, subject to very limited exceptions.
Bill 47 has altogether repealed the changes to the ESA introduced by Bill Bill introduced a controversial public holiday pay formula which resulted in casual and part-time employees receiving substantially higher public holiday pay than they did under the pre-Bill ESA.
Handy Reference Guide to the Fair Labor Standards Act
All other employment standards changes take effect November 1. Before submitting an application, choose the right variance for your situation and know the rules that apply:. An employer, a group of employers, or an employer association may apply for a variance to extend the consecutive days of work for employees beyond the maximum of 24 consecutive days. An employer, a group of employers, or an employer association may apply for a variance to extend the hours of work in a day for employees beyond the maximum of a 12 consecutive hour period.
An employer, a group of employers, or an employer association may apply for a variance to extend the averaging period for Hours of Work Averaging Agreements beyond the maximum 12 weeks.
A. Yes, you are entitled to three hours of reporting time pay. Under the law, an employee who reports to work on time and is later sent home because of lack of the parties will be notified by mail of the date, time and place of the conference.
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Bill 148: scheduling and the three-hour rule
Federal government websites often end in. The site is secure. For best printout, see the PDF version. Revised September
Top resources for your toughest HR questions. hiddenSiteUrl The amendments to the voting leave law are effective immediately. Employees Effective date: 4/3/ Updated New York State Again Revises Paid Election Leave Law.
In this Update, we highlight some of the more important changes set forward in Bill The Bill contains many provisions dealing with various details, such as exemptions, qualifications and even methods of calculating wages, which, in the interest of brevity, we do not address. Increased minimum wage, increased vacation for employees with more than five years of service, and new and extended leaves of absence. Equal pay for equal work provisions: Casual, part-time, temporary and seasonal employees; temporary help agency employees.
New rules dealing with the distinction between independent contractors and employees are effective now that Bill has received Royal Assent. The Bill does not clarify the distinction but it does provide that:. Action: Employers should therefore examine their relationship with individuals they presently do not treat as employees, such as independent contractors, and consider whether such individuals are properly classified as such for the purpose of ESA compliance.
Action: Leave policies should be reviewed and updated according to the new law. The special minimum wages applicable to students employed part-time or during school holidays, employees who regularly serve alcohol, homeworkers, and hunting and fishing guides are also to be increased on the same timeline. Action: Employers should budget for increased costs with respect to minimum wage, vacation, and leaves of absence.
The three-day rule or the three-hour rule?
Please contact customerservices lexology. Included in the changes to the act are new provisions on scheduling, including on-call work, changes to scheduled shifts and shift cancellation. Although these changes are more delayed than some of the other changes made to the Employment Standards Act and do not come into effect until January 1 , employers should be aware of them in order to ensure compliance in time.
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This date is significant for a number of reasons: , including provisions relating to scheduling (e.g. the hour rule, Three hour rule.
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Bill 47: Status Update
The amendment, available here , allows any New York employee who is registered to vote to request up to three hours paid time off to vote, so long as the request is made at least two working days prior to the election. Employers must also post a notice informing employees of the provisions of Section ten working days prior to every election. A model notice is included in the link to the text of the amendment. The notice must remain up until the close of polls on election day.
Choose the correct variance; Three-hour pay minimum; Extend days of work Changes to employment standards rules in the Restoring Balance in Alberta’s 4 to 6 weeks in advance of the date for which the Director’s variance is required.
Guidelines for applying the reporting pay provision as set out in section A provision for reporting pay was included in the amendments to the Canada Labour Standards Regulations , pursuant to paragraph a of the Canada Labour Code. These amendments are effective as of September 2, There is a need to provide guidance and clarification regarding the scope and operation of the reporting pay provision.
The purpose of the reporting pay provision is to ensure that all employees who are called in to work, where there are no regularly scheduled hours or outside their regularly scheduled working hours, receive equitable compensation for the out-of-pocket expenses and other costs incurred by having to report to work. To better understand the scope and operation of the reporting pay provision, the various clauses which make up section The title “reporting pay” reflects the important requirements that an employee must first be called in to work , and must then actually report to work in order to activate section The fact that an employee is “on call” or on “stand-by” outside regular working hours is not enough to trigger the reporting pay provision.
An employee must actually report to his or her workplace in order to activate section But when an employee receives a stand-by premium, see heading below re: “How is Section Another element to consider when applying this provision is whether the employee has, in fact, had to report to the workplace, or whether the employee has simply remained at the workplace.
What Young Workers Should Know
A All real estate licensees, except as provided in paragraph D of this rule, are required to certify completion of thirty hours of continuing education courses every three years. If a licensee is licensed as a broker, broker on deposit, or acts as a management level licensee, a three hour course on the duties of a principal broker and other issues involved in operating a real estate brokerage must be included within the required thirty hours of continuing education courses.
The superintendent may have an audit conducted of any licensee to determine whether the licensee is in compliance with this rule. All licensees must maintain proof of compliance for six years and shall make such records available for audit. B Licensees must certify completing the thirty hours of continuing education on or before the licensee’s date of birth three years after the licensee’s date of initial licensure and every three years thereafter.
C Where a licensee fails to meet the continuing education requirements of section
The “3-hour” rule. There is a rule about getting paid for at least 3 hours when you work. This rule applies only if you have regular work hours that are.
In , the Liberal government introduced Bill , the Fair Workplaces, Better Jobs Act, Bill , which made sweeping changes to employment and labour law in Ontario a summary of which is set out in our November Osler Update. Many of those changes came into force in , and employers were required to quickly adjust their policies and practices accordingly. On November 21, , Bill 47 passed third reading and received royal assent. The following is a high-level summary of some of the key changes resulting from Bill If an employer has already announced changes to the terms and conditions of employment to align its policies with Bill changes that will now be revoked by Bill 47, the employer should assess the legal and other risks associated with revoking those policy changes.
For example, if employers have implemented pay increases to reflect the proposed increase to the minimum wage, a reduction in light of the minimum wage freeze could cause complaints and discontent among employees and even lead to constructive dismissal claims. There is no prohibition against red circling those who did receive such increases in anticipation of a minimum wage increase that will now not occur as initially thought.