Part II - A complete Guide To The Employment Law In Edmonton
A Survey of Employment Standards Violations by Workers’ Action Centre revealed that 22 percent of workers employed in low wage labour markets earned a compensation less than the minimum wage obligatory. Statistics such as this are reflective of the fact that many businesses in Canada are not in complete conformity with the employment standards and regulations.
However, maintaining compliance with the provincial employment standards is crucial for businesses to ensure the safety and productivity of their employees. Additionally, to avoid levitation of heavy fines and penalties. In our previous post, we discussed the definition of an employee, the hours of work permissible and the minimum wage mandatory for employers.
Here are further key pointers in the Employment law in Alberta that businesses need to maintain observance with:
Vacation Days and Payment
It is binding for employers to allot a paid vacation for a period extending to 2 weeks to employees who have completed a year of service with the organisation. For employees who have completed 5 years of service, this period is extended to 3 weeks. In cases, an employee does not avail this vacation period, he is entitled to a vacation pay or an additional payment equivalent to 4 percent of his normal wage. This percentage is increased to 6 for employees which have worked for an organisation for over 5 years.
In accordance with the Occupational Health and Safety Act, employees need to ensure the health and safety of their employees and provide a secure and sound place of employment. An employee cannot be compelled to work in an environment that poses an immediate danger to his safety and is obligated to report about the same to his employer at an immediate notice. In case the employer fails to address and resolve these concerns for safety, the employee is eligible to file a complaint with the Employment Standards Officer.
If the employee faces any adverse action or termination due to this complaint, he is also liable to report these charges to the Employment Standards Officer. However, it is crucial maintain absolute clarity as to the details of this charge. Lack of which can lead to payment of penalties and even prison time for the employee. Hence, it is recommended to consult a lawyer for Edmonton employment to ensure the complaint is filed carefully.
An employee, as well as an employer in Edmonton, is sanctioned to terminate their contract of employment at any given point of time, if the employee is not satisfied with their job conditions or if the employer does no longer need the services of the employee. However, it is recommended to provide a 60-day notice period prior to the date of termination. An employee can be exempt from this notice period if his workplace safety is compromised or due to personal injuries. Correspondingly, an employer can immediately terminate the employment if he has just cause for the same.
These were a few key mandates of Employment law in Edmonton that organisations need to adhere with. To ensure complete compliance of your service contract with these standards, consult our expert lawyer regarding Edmonton employment.