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Labour Standards for Young Workers

Presentation. Labour Standards for Young Workers. The Labour Standards Act. protects workers by setting rules for minimum conditions of employment. ensures what we value as a society is reflected in our workplace rules. eliminates unfair competition. The Labour Standards Act.

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Labour Standards for Young Workers

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  1. Presentation Labour Standards for Young Workers

  2. The Labour Standards Act • protects workers by setting rules for minimum conditions of employment • ensures what we value as a society is reflected in our workplace rules • eliminates unfair competition

  3. The Labour Standards Act • The Act applies to most Saskatchewan employers and employees, no matter the hours employees work. This includes casual, part-time, seasonal and full-time workers.

  4. Exemptions • the self-employed • farm workers • employees who are covered by the federal Canada Labour Code • occasional babysitters • partial exemptions (i.e., managers and students)

  5. • equal pay Young workers are most often affected by the rules on: The Labour Standards Act • minimum wage • hours of work • payroll administration • termination • public holidays • annual holidays

  6. Minimum Wage (as of June/08) N.B. $7.75 B.C. $8.00 N.S. $8.10 Alta. $8.40 Sask. $8.60 P.E.I. $8.00 Man. $8.50 Nfld. $8.00 Ont. $8.75 N.W.T. $8.25 Yukon $8.58 Que. $8.50 Nunavut $8.50

  7. • Most employees are entitled to a minimum payment each time their employer calls them out (or in) to work. • They get minimum call-out pay (equal to three times the current minimum wage) or their wage for the hours worked, whichever is more • Students in grade twelve or lower are exempt during the school year. Minimum Callout

  8. Date Minimum Wage $8.60 $25.80 Minimum Call-out $27.75 May 1, 2008 May 1, 2009 $9.25 Minimum Wage Minimum Wage and Minimum Call-out Pay Schedule

  9. Coffee Breaks • Coffee breaks are not covered by Saskatchewan’s Labour Standards Act. • If provided, rest breaks (coffee breaks) are paid breaks.

  10. Uniforms Employers in hotels, restaurants, educational institutions, hospitals, or nursing homes who require their employees to wear uniforms shall provide, repair and launder that uniform free of charge and shall not deduct the cost from your wages.

  11. Transportation Home Transportation for Certain Employees Employees who finish work between 12:30 a.m. and 7:00 a.m. local time must be provided free of charge to the employee’s place of residence.

  12. Overtime Most workers are paid overtime: • after 8 hours/day • after 40 hours/week • after 32 hours in a week in which a public holiday occurs • at a rateof 1.5 x hourly wage

  13. Overtime Some workers are not eligible for overtime pay: • managers • professional employees

  14. Workers get work schedules which give one week’s notice of: Work Schedules • work days and hours • work start and end times • times of meal breaks • changes to work schedules

  15. Meal Breaks • Workers who are scheduled to work 6 hours or more get an unpaid 30-minute meal break for every five consecutive hours of work.

  16. Days Off • One day off in every seven days for employees who are usually employed for 20 or more hours/week • Two days off in every seven if employees work 20 or more hours a week in retail and there are 10 or more employees in the business.

  17. Length of Protected Absence (unpaid) Type of Illness/Injury Illness/Injury Not serious 12 days in a calendar year Serious 12 weeks in a 52 week period WCB 26 weeks

  18. Employment Period Notice Required 0 - 3 mos. 0 weeks 1 week 3 mos. - 1 year 2 weeks 1 - 3 years 4weeks 3 - 5 years Laying-off Employees

  19. Pay in Lieu of Notice When notice is not given, the employee must be paid his/her regular wages in lieu of the notice time required.

  20. Annual Holiday Pay Annual holiday pay is paid to all employees including: • full-time • part-time • casual • temporary • seasonal

  21. Annual Holiday Pay Calculated on total wages over a 12-month period: • multiply wages by 3/52 (about 6%). Example: Wages for 12 months: $4000 Annual Holiday Pay: $4000 x 3/52 (6%) = $230.77

  22. Annual Holidays • Most employees are entitled to a minimum of three weeks after each year of employment and as minimum of four weeks upon completion of 10 years with the same employer

  23. New Year’s Day Canada Day Family Day Saskatchewan Day Good Friday Labour Day Victoria Day Thanksgiving Day Remembrance Day Christmas Day Public Holidays

  24. Public Holiday Pay Most employees get public holiday pay: • 1/20 (5%) of the worker’s regular wages earned during the four weeks prior to the holiday (equal to about • a regular day’s wage).

  25. Public Holiday Pay Example: 4 weeks wages: $400 Public Holiday Pay: (1/20 or 5% x $400) = $20

  26. If you work on a public holiday, you get paid a premium rate (time and one half) for all hours worked. This in addition to public holiday pay. Payment for Work on a Public Holiday Public Holiday Pay + Premium Pay (1.5 x hours worked on the public holiday)

  27. Pay Cheques Only deductions required by law (Employment Insurance, Income Tax, C.P.P.) or voluntary employee purchases from the employer, may be taken from wages.

  28. Pay Cheques Your employer must provide a pay stub which gives information such as: • pay period • hours worked (regular and overtime) and rate of pay • list of deductions • total earnings and actual payment made

  29. Male and female employees are entitled to equal pay when they perform similar work: Equal Pay • in the same establishment • under similar working conditions • requiring similar skill,effort,and responsibility

  30. Equal Pay Pay rates can differ when based on: • seniority • merit • trainee programs

  31. Complaints and Enforcement The Labour Standards Branch: • provides information and advice. • investigates and helps to resolve workplace complaints.

  32. Complaints and Enforcement An employee must make a claim for unpaid wages within one year of the time the unpaid wages were due.

  33. Complaints and Enforcement 1. Call the Labour Standards Branch for information. 2. Try to resolve with employer. 3. Ask for early resolution. 4. Make a formal complaint.

  34. Complaints and Enforcement 5. Complaint is investigated. 8. Employer or employee appeals. 6. Officer tries to collect money owed. 9. Final decision can be appealed. 7. Officer issues wage assessment.

  35. The Labour Standards Branch Labour Standards Branch Ministry of Advanced Education, Employment and Labour 1-800-667-1783 www.aeel.gov.sk.ca/LS www.readyforwork.sk.ca

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