Let’s face it: with so many constantly evolving Ontario labor laws, it can be challenging for employers to stay on top of everything. However, in order to safeguard yourself and your staff, it’s critical to have a thorough understanding of these regulations. There is certainly a lot of room for error when it comes to Ontario labor rules. This book covers a lot, including the specifics of overtime compensation, a summary of the various types of leaves of absence that Ontarians may take, and wrongful termination.
The Code of Human Rights
Everyone has the right to fundamental human rights. As https://wylliespears.com/services/labour-law/ place of employment and the place where the majority of employees spend eight or more hours a day, five days a week, this is particularly crucial in the workplace.
We are guaranteed these rights in all spheres of life, including the workplace, thanks to the human rights code. Everyone has a right to equal treatment at work, free from harassment or discrimination, according to this code.
Wages are paid
Employers are required to establish recurring payment schedules and dates for their employees. Aside from the employees who are accruing vacation pay, you must make sure that all earned salaries are distributed to them before the conclusion of the pay day.
Employers are required to maintain track of an employee’s hours worked in addition to their personal information like name, address, date of birth (if they are under 18), and the date their employment started. The employee must keep track of the instances in which they worked past the required number of hours at each of their various regular rates of pay if they have two or more regular rates of pay for their employment.
The maximum number of hours that an employer may ask an employee to work in a workweek is 48 hours, or 8 hours per day. Employees are not permitted to work for more than five hours straight without a break for lunch. As an employer, you are required to give your staff members a 30-minute unpaid break so they can eat. This break must be provided when the employee will have 5 straight days off from work.