For those who work during the Time Change Weekend, there is often confusion around whether or not they get paid for the extra hour in the fall, or lose pay in the spring. Technically, the answer is yes to both. The Employment Standards Act requires that employees are paid for all hours worked, so your employees working during the time change “blip” at 2:00 am should be paid for that extra hour. It means they also lose an hour in the Spring. The only exception is if there is a Collective Agreement or other contract provision that the employee has Continue Reading »
On Monday October 21, voting stations in Ontario will be open from 9:30 am to 9:30 pm, but some workers shifts will not permit them to attend the polling station during those hours (i.e. persons who work 12-hour shifts). While advance polls and online voting are possibilities, Elections Canada has “rules” that permit employees to take time off work to vote. You can check the Elections Canada FAQ list here. Employers must ensure that persons who don’t work a “normal 8 hour shift” have three consecutive hours in which to attend their polling station and cast their vote. If this Continue Reading »
Employment contracts clarify performance standards and the terms of employment but can also cause a lot of grief if not managed properly. It is very important to “pay attention to the details” in employment contracts, as these can have a significant impact if mistakes are made or terms are overlooked. Some of the more common pitfalls are: 1. End dates missed – If you hire someone on a fixed term contract (i.e. May 1 to September 30) and they work beyond the stated end date with no new agreement, the temporary contract becomes a permanent arrangement and you must treat Continue Reading »
Here is a link to my podcast, “In Conversation With…” which aired today on CKPC Radio. Learn about my services and get some tips!
Employees have the right to appeal disciplinary actions taken against them by the employer. So how does that work? The appeal process is covered under the Occupational Health and Safety Act. Your Workplace Harassment policy requires employers to “include measures and procedures for workers to report incidents of workplace harassment to a person other than the employer or supervisor, if the employer or supervisor is the alleged harasser”. This “other person” could be a registered HR professional (must have at least a CHRP designation under the HRPA), or the Ministry of Labour (the MOL requires you to put them in Continue Reading »