1. SCD 401 February 22, 2011

2. Labour Laws Hiring Hours of Work Payroll Wages Termination of Employment Workplace Safety Other Considerations

3. What labour laws will apply? Employees in Canada are covered by federal and/or provincial labour laws Labour laws were created to set minimum requirements for employers. Canada Labour Code BC Labour Code (Employment Standards Act )

4. Employment Standards Act Created to: Ensure employees in BC receive fair treatment Encourage communication between employee and employer Create a fair and efficient procedure for dealing with labour disputes Help employees meet both work and family responsibilities The Act covers hiring, wages, hours of work, holidays, vacations and leaves, and investigating and resolving complaints.

5. Fair Hiring - Under the Human Rights Code of Canada - A person may not publish an advertisement that indicates a limitation or preference as to the race, colour, political belief, religion, marital status, mental or physical disability, sex, sexual orientation or age, unless the limitation or preference is based on a legitimate requirement of the position

6. Hiring Permanent Employees Determine who you need by understanding the position Create job descriptions and expectations

7. Tools you need Analyze the job(s) Create some interview questions – Fit & Skill Include others in the interview process Personality/Skill Assessment Employment Agreement/Mini Handbook (vacation, sick time etc.) New Employee Orientation

8. Alternatives to permanent staff Working with contract freelancers for temporary and/or skill specific projects Hiring temporary workers

9. Recruiting Options The Internet (Craig’s List is Free) Newspapers Campus/school recruiting Job fairs Recruitment open houses Networking, recommendations and referrals – do you have an employee referral program?

10. Recruiting Options (ctd.) Demographics, aging population Immigrants Job hotlines Walk-ins and unsolicited resumes

11. Contract Cannot charge for the hiring process When hiring, a contract must be provided stating: Duties the domestic is to performs Hours of work Wages Charges for room and board If there are any alterations to the working hours laid out in the contract, the employer must edit the contract accordingly

12. Outsourcing Considerations When positions are hired through another agency, it is illegal: For the applicant to pay or to be asked to pay for help looking for a job, receiving job information, receive contact information for a job, or for being hired for a job.

13. Minimum and Maximum Hours Minimum daily hours: If an employee shows up to work, he must be paid 2 hours at the regular wage unless unfit to work If an employee is scheduled for 8 hours of work, he must be paid a minimum of 4 hours at the regular rate

14. Maximum Hours Before Overtime If an employee works more than 8 hours a day or 40 hours a week, the employer must pay the employee overtime wages an employee will receive double the regular wage if they work over 12 hours

15. Agreements to Average Hours of Work A written and documented agreement between the employee and the employer can be made, averaging out an employees hours of 1 to 4 weeks to determine the entitlement of an employees over time wages Comes with concessions No excessive hours: An employer must not force or allow an employee to work excessive hours that will be damaging to the employee's safety and health.

16. Hours free from Work Employees have the right to 32 consecutive hours free from work each week or; Receive a pay of 1 ½ times their regular wage for any time worked in those ''32 hours free from work.'‘; Employees must receive 8 consecutive hours of rest after working a shift

17. Overtime Banking overtime wages: An employee may submit a written request to create a time bank where overtime wages will be credited rather then being paid in the otherwise required time frame. If the time bank is created, the employee may at any time request to be paid all or part of the overtime wages credited to the bank The employee may also request to take time off with pay with the credited overtime wages The employee may request the closing of the time bank at any time whereby the employer will shut it down in 1 months time from the notice date. The employer must pay the employee all overtime wages credit to the time bank on termination of employment.

18. Meal Breaks An employee gets a half hour meal break for every 5 hours of work

19. Holidays and Vacation Entitlement to statutory holidays: An employee must be employed for a minimum of 30 days before being entitled to a statutory holiday The employee must have earned wages for 15 of those 30 days prior to the statutory holiday

20. Holidays and Vacation (ctd.) Statutory holiday pay: If an employee is given the day off, they must be paid a day's wage and is determined by the formula: amount paid divided by days worked If the employee works on the statutory holiday they must be paid 1 ½ times the wage for a days work up to 12 hours The employee must be paid double the regular wage for working more then 12 hours An employee and and employer can make an agreement in taking off a different day off rather then the statutory holiday

21. Holidays and Vacation (Ctd.) Annual Vacation An employee is entitled to 2 weeks vacation after 12 consecutive months of employment and 3 weeks after 5 years of employment. Vacation pay: After 5 days of employment, 4% of employee wages during the year goes towards vacation pay. The percentage increases to 6% after 5 years of employment. An employee may receive their vacation pay either 7 days before their vacation or on their pay checks as requested by the employee.

22. Leaves from Work Pregnancy Leave: A pregnant employee who asks for a leave is entitled to 17 consecutive weeks of unpaid leave that may not begin any earlier than 11 weeks before before the birth date The unpaid leave may not end until 6 weeks after the birth date unless a shorter time period is requested. An employee who requests leave after the birth of a child or the termination of a pregnancy is granted a 6 weeks unpaid leave. An employee will be granted an additional 6 consecutive weeks leave for any health reasons regarding the pregnancy or termination that have occurred after the 17 consecutive weeks.

23. Leaves from Work (ctd.) Parental Leave: A birth mother that takes pregnancy leave may ask for parental leave for up 35 consecutive weeks of unpaid leave in affect immediately after the pregnancy leave is finished A birth mother that does not take pregnancy leave may take up to 37 consecutive weeks of unpaid leave between the child's birth and 52 weeks after that date The same goes for a birth father Same goes for an adoptive parent though the beginning date is considered to be the placement date An additional 5 weeks consecutive leave will be granted for parents of children with disabilities

24. Leaves from Work (ctd.) Family Responsibility Leave: An employee is entitled 5 days unpaid leave a year when concerning the care of their child or immediate family member Compassionate Care Leave: An employee may take up to 8 weeks consecutive leave to care for an ill family member. There must be a medical certificate to demonstrate the seriousness of the illness, and that the family member is at risk of death within the next 26 weeks.

25. Leaves from Work (ctd.) Other leaves include the reservist's leave, someone who is called to duty as part of the Canadian forces reserves, as well as the bereavement leave: 3 unpaid days if an immediate family members dies.

26. Leaves from Work (ctd.) Jury duty: The employer may not terminate employment because of a leave or change the conditions of employment of the employee who leaves for jury duty or any or leave of absence.

27. Register for Payroll if you: pay salaries or wages; pay tips and gratuities; pay bonuses and vacation pay; provide benefits and allowances to employees; or need to report, deduct and remit amounts from other types of remuneration

28. Requirements Ensure you have a Business Number – must request if new business Register and maintain a Payroll Deductions account Ask each employee for his/her social insurance number (SIN) Have each employee complete a TD1 Form: Personal Tax Credits Return

29. Requirements (ctd.) Calculate and deduct CPP contributions, EI premiums and income tax Remit payroll deductions on T4 or T4A slip by end of February each year Complete a Record of Employment (ROE) upon employee departure Keep all records

30. Authorizing a Representative Can deal with payroll on your behalf: Options: Employee, accountant, bookkeeper, lawyer, firm

31. Responsibilities Deducting, remitting and reporting payroll deductions When hiring an employee When an employee leaves If business ceases operation

32. Keeping Records Keep paper and electronic copies for 6 years Payroll records must: be in English, be kept at the employer's principal place of business in British Columbia be retained by the employer for 2 years after the employment terminates.

33. Keeping Records (ctd.) Employer must keep records of the following information for each employee: name, date of birth, occupation, contact info date employment began wage rate and gross and net wages hours worked benefits paid and deductions Statutory holidays, annual vacation days time bank money

34. SIN Cards Have to request SINs from each employee Under the Canada Pension Plan Regulations, you have to tell your employees how to get a SIN Refer them to their closest Service Canada Centre

35. Payroll Deductions CPP contributions EI Premiums Federal, provincial and territorial tax CRA website has deduction tables that calculate amounts

36. When to deduct CPP contributions When employee: is 18 or older, but younger than 70; is in pensionable employment during the year; and does not receive a CPP or QPP retirement or disability pension.

37. Amounts and benefits subject to CPP contributions Salary, wages, bonuses, commissions, or other remuneration (including payroll advances or earnings advances), wages in lieu of termination notice; Most cash/non-cash taxable benefits and allowances

38. Employment Insurance Premiums Deduct from each dollar of insurable earnings up to the yearly maximum. Have to deduct from an employee's insurable earnings if employee in insurable employment during the year.

39. Establishing insurable hours Hours of work used to determine entitlement to benefits Employers have to keep records

40. Employees profit sharing plan (EPSP) An EPSP allows an employer to share profits with employees Amounts are paid to a trustee to be held and invested for beneficiaries

41. Wage discrimination Under the Human Rights Code (Canada) Employer may not discriminate or employee an employee at a rate of pay that is less than the rate of pay for another employee of the opposite sex for work that is similar. Employer is required to recover the difference in pay.

42. Minimum Wage B.C.’s general minimum wage is $8 per hour The First Job/Entry Level minimum wage is $6 per hour Only applies to employees with no paid work experience before November 15, 2001 Wage in other fields: Live-in home support is $80 Resident caretakers is $480/month Cannot deduct from wage the employees' expenses more than minimum wage

43. Pay Have 8 days to pay employee after pay period Must pay in Canadian Currency Must pay by cheque, draft, money order, payable on demand or deposited to the employee's banking account

44. Assignment of Wages Written request of employee may require assignment of wages to be payable to: Trade union Charitable organization Insurance company

45. Payday *See Resource List –Employment Standards Act Wage statements on agreed upon payday must be given with the following: the employer's name and address; the hours worked by the employee; the employee's wage rate, whether paid hourly, on a salary basis or on a flat rate, piece rate, commission or other incentive basis; the employee's overtime wage rate; the hours worked by the employee at the overtime wage rate; any money, allowance or other payment the employee is entitled to; the amount of each deduction from the employee's wages and the purpose of each deduction; if the employee is paid other than by the hour or by salary, how the wages were calculated for the work the employee is paid for; the employee's gross and net wages; how much money the employee has taken from the employee's time bank and how much remains.

46. Payday (ctd.) This may be given electronically in a confidential manner If the above is the same as the previous wage statement, a copy is not needed to be made Wages must be given within 8 days of every pay period (semi monthly) A pay period is 16 consecutive days of employment Overtime hours and vacation pay is not required to be paid within this period

47. Payroll Records (ctd.) Payroll records must: be in English be kept at the employer's principal place of business in British Columbia be retained by the employer for 2 years after the employment terminates

48. Termination Employer must pay wages in 48 hours if employer terminated If employee terminates, 6 days to pay all wages If the employee unreachable, wage goes to Director of Employment Standards

49. Record of Employment (ROE) Provide within five days of last day For any interruption of service: sick leave, pregnancy etc. Business status changes

50. Employers liability After 3 consecutive months of employment, the employer is required to give a 1 week notice and is responsible for paying an employee one week's worth of wages Consecutive months of employment equals 2 weeks wages and 2 weeks notice 3 consecutive years of employment equals 3 weeks wages and 3 weeks notice. Every additional year means an additional weeks wages and a weeks notice. Group terminations require notices to each individual who will be affected prior to the termination taking place. The termination policy has exceptions including contracts with a definite term of employment, and seasonal layoffs A minister can require an employer to create an adjustment committee to help the laid off employees transition to other employment

51. WorkSafeBC As an employer you must: Register with WorkSafeBC, pay premiums, and maintain a safe workplace. Understand claims process Comply with the Workers Compensation Act, Occupational Health and Safety Regulation, and First Aid Regulation

52. WorkSafeBC Website Various articles and informational videos Small Business Safety Calculator Allows you to calculate how much an accident really costs Gives real life scenarios and a breakdown of costs Employer and Small Business Centre Has links to register for coverage, pay premiums, maintain a safe workplace and what to do if a workplace incident or injury occurs

53. Workplace First Aid Requirements As an employer you must: Have a qualified first aid attendant Provide each workplace with adequate and appropriate equipment, supplies, facilities, first aid attendance and services Keep up-to-date written procedures for providing first aid at worksite Keep first aid records

54. Clothing Employee may require special clothing to be worn The employee must: Provide the clothing Clean and maintain Composition

55. Employment of Children Guardian consent under 15 Director of Employment Standards approval under 12 years

56. Rights of Workers Abroad Canadian labour laws are not enforced in other nations In most cases, Canadians working abroad are not covered by the Canadian Labour Code unless supervised directly by managers within Canada. Canada has signed on to the North American Agreement on Labor Cooperation (NAALC). The purpose of the agreement is to ensure that local labour laws are enforced. Canada has also created agreements with other countries.

57. Questions??