Some of the Critical Regulations That You Need to Have in Mind
For those living in Ottawa Canada, you know that this is a great central business district that has been recognized across the country. The economy has blossomed very well in Ottawa owing to the highly educated as well as growing population, thus workforce and talent is easily accessible, you need employment laws. Learn some of the main rules and regulations that you need to be considerate about should you break some laws in the future.
An overtime pay is very essential and needs to be followed accordingly for those employees who have categorically been considered. To ensure that the employee receives their overtime pay accordingly, have a sheet where each one of them can fill in the hours that they attend the facility. You need to then make proper payments for the employees on a bi-weekly basis for the time that they have worked overtime, this should be on 1.5 regular rates.
It is appropriate for an employee who is pregnant to obtain a leave if they have been protected by ESA. You will need to know that the contract terms, in this case, will still apply, for the employees that work full time, permanent or if they are part-time employees. Once an employee has been allocated the leave, they will be subjected to 17 weeks unpaid leave and should a problem arise, they can add at their convenience. A parental leave is very essential and has been considered for both parents and can range from 60 to 63 weeks for those who have been covered by ESA.
There is a need to ensure that you have a written notice whenever you are terminating a contract for employees who have worked for more than three months. Make sure that you come up with notice if you have ended a contract, you should not however need to explain why. The compensation can only be sought by those who have worked for more than five years, it is calculated by multiplying the weekly salary by the number of years that the employee has worked. It would be worth having a paystub that would help you be able to have proper comparisons and proper strategies that would help you in this case as it really has a great impact in your considerations procedure, check it out!
If an employee has been subjected to no pay for the holidays, they can be issued with two weeks leave for their four years in business. If you have employees whom you have worked with for more than five years, you need to offer them a three weeks holiday. Basically consider the employment strategy that has been used to come up with the pay that you are going to offer as it depends with the period that the employee has worked. You have now familiarized with the employment laws, you should keep them at your fingertips to avoid the long arm of the government.