Research employment standards
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There is a difference between the minimum wages according to the Employment Standards Act of (Federal) Ontario and the Provincial Act in Nova Scotia. According to the Employment Standards Act in Ontario, the minimum wages of the general workers is $ 14.25, the liquor server is $12.45and that of students under the age of eighteen years is $13.40 (Doherty, 2017). Contrary, according to the Provincial Act in Nova Scotia, the minimum wages for the experienced workers is $12.55, and that of the inexperienced workers is $11.05.
However, a similarity between overtime where the legislature set some standard threshold hours per week beyond which employees are entitled to premium pay. This threshold ranges between 40 and 44 hours per week in both Ontario and Nova Scotia. The legislature established methods to average the overtime to more than a week is to allow different scheduling for employees. Moreover, the hours of work in both Ontario and Nova Scotia is similar in that; the laws provide the maximum hours that employees should work per day and week and also the time between the shifts.
In Nova Scotia, the Labour Standards Code provides employees that qualify to receive six holidays with pay. This code applies only to workers who have worked on their last scheduled shift or the day before the holiday. However, according to the new formula in Ontario, the holidays pay made by dividing regular wages earned in the pay period before the holiday by days the employee worked in that pay period. Therefore, an employee who only worked one eight-hour shift in one week, on holiday, he/she will receive 20 per cent of a regular day’s pay.
Moreover, according to the Nova Scotia Labour Standards Code, an employee is entitled to acquire a yearly vacation 12 months of being employed. Employees that have worked for less than 8years are entitled to 4% of gross wages, while those who have worked for 8years or longer are entitled to 8% of the gross wages. In Ontario, as soon as an employee starts working, he/she is entitled to earning vacation pay. Unlike in Nova Scotia, vacation pay in Ontario, an employee who has worked for less than 5years is entitled to a minimum of 4% of their income.
In both Nova Scotia and Ontario, the termination payment is the same in which the if the employee’s period of employment is more than five years but less than ten years, then the employee must be given written notice of four weeks’ pay instead of the termination notice. More so, the deductions from wages are only made under some circumstances. However, deductions are not allowed for a shortage of cash or lost property when another person other than the employee was in control over the access to the money or property. This law has been applied in both Ontario and Nova Scotia.
Moreover, the statement of earnings in both Ontario and Nova Scotia is the same since in both it is calculated by the employer showing all the deductions that were made, the tax paid, the details of employee’s earnings and the National Insurance contributions. However, according to the Employment Standards Act in Ontario and the Labour Standards Code in Nova Scotia, the minimum age for working is 14 years for most types of jobs (Alon-Shenker, 2016). However, these children laws of employment do not apply to people of 16 years and over.
According to the leaves of absence by the Labour Standards Code, employees must be allowed to take leaves. These unpaid leaves may include during pregnancy and parental, critically ill child or adult care, emergency or during bereavement (Covell, Sands & Bourgeault, 2020). Moreover, in Ontario, during the same circumstances, an employee must also be permitted to take leaves and allowed to return to the same job.
References.
Doherty, C. (2017). Non-DVM wages and trends across Canada. The Canadian Veterinary Journal, 58(7), 753.
Alon-Shenker, P. (2016). Legal barriers to age discrimination in hiring complaints. Dalhousie LJ, 39, 289.
Covell, C. L., Sands, S. R., Ingraham, K., Lavoie-Tremblay, M., Price, S. L., Reichert, C., & Bourgeault, I. L. (2020). Mapping the peer-reviewed literature on accommodating nurses’ return to work after leaves of absence for mental health issues: a scoping review. Human resources for health, 18(1), 1-7.