Canadian Payroll Reporter - sample

News September 2018 | CPR News Domestic violence leaves on Atlantic agenda last year, officials said the govern- ment would review the Employ- ment Standards Act to ensure that it keeps up with changes in the work environment. Ontario With a new Progressive Con- servative government in of- fice, there may be changes to payroll-related laws and regula- tions. During the spring election campaign, the party promised to reduce personal income taxes by 20 per cent for the second income-tax bracket. Premier Doug Ford has also said he would like to replace a planned $15-an-hour minimum wage hike with a tax credit. The minimum wage is scheduled to rise to $15 on Jan. 1, 2019. Also on Jan. 1, employment standards amendments affect- ing flexible work schedules, pay for on-call employees, and notice for shift changes are expected to come into force. The new gov- ernment has not yet announced whether it will implement the changes, passed when the previ- ous government was in office. Employers may also see changes to public holiday pay rules in the next year. The La- bour Ministry is reviewing the requirements after complaints about new rules implemented earlier this year. Quebec Payroll professionals in Quebec need to prepare for new labour standards rules. In the spring, the National As- sembly passed legislation that will change a number of require- ments on Jan. 1, 2019. One of the changes will mean that employ- ees will get three weeks of paid vacation after three years of em- ployment instead of five years. Another change will require employers to pay employees with at least three months of service for the first two days they take off each year for certain leaves, including the 10 days of leave for family obligations and the 26- week leave for sickness, organ/ tissue donation for transplant, accidents, criminal offences, and domestic/sexual violence. The province's legislature is also considering a bill that would increase the length of maternity leave, extend the period for pay- ing Quebec Parental Insurance Plan benefits, and allow parents to share the benefits. With a provincial election scheduled for Oct. 1, these amendments may not pass be- fore voters go to the polls. Depending on the election re- sults, there may be other legisla- tive changes ahead. Nova Scotia The province's legislature re- cently passed amendments to the Labour Standards Code that, once in effect, will allow employ- ees with at least three months of service to take a job-protected leave if they or their child suffer domestic violence. The period of leave will include up to 16 continuous weeks and 10 intermittent or continuous days. The amendments do not oblige employers to pay employees for the time off, but the government said it might change that in the future. No timetable has yet been set for implementation. New Brunswick Domestic violence leave will also be required in New Brunswick. The government is expected to enact employment standards amendments allowing workers to take time off for domestic, in- timate partner, or sexual violence. Draft regulations propose a leave of up to 16 continuous weeks and up to 10 days, taken in- termittently or continuously. Em- ployers would have to pay staff for the first five days of the leave. The government has still not announced a date for enact- ing legislation passed five years ago to establish new rules for repaying debts, including al- lowing employees' wages to be garnished. New Brunswick is the only province in Canada that fully exempts employees' wages from garnishment, with the ex- ception of wage garnishment to enforce family support orders. The government was ex- pected to bring the changes into force in 2017 or 2018, but put it on hold last December. A provincial election will take place on Sept. 24. Prince Edward Island P.E.I. is another jurisdiction that will be implementing leave for employees who need to take time off work because of domes- tic, intimate partner or sexual violence. The province's legislature re- cently passed amendments to the Employment Standards Act that will provide a leave of up to three paid days, followed by up to seven unpaid days off each calendar year for employees who have at least three continuous months of service with their employer. In July, the government post- ed draft regulations governing the leave and gave provincial residents until Aug. 27 to pro- vide feedback. Once it finalizes the regula- tions, the government will an- nounce when it will enact the new requirements. The passage of the bill was somewhat uncommon in Cana- dian legislatures in that it was a private member's bill rather than a government bill. Private mem- bers' bills rarely become law. By keeping up to date on amendments and proposals, payroll professionals can pre- pare in advance for possible poli- cy and/or system changes. They can also help to ensure that their employer complies with the payroll-related acts and regulations in the jurisdictions where they employ workers. from KEEPING UP on page 3 Published 12 times a year by Thomson Reuters Canada Ltd. 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No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or by any means, electronic, photocopying, recording or otherwise without the written permission of the publisher (Thomson Reuters, Media Solutions, Canada). Return Mail Registration # 1522825 | Return Postage Guaranteed Paid News Revenue Toronto Canadian Payroll Reporter is part of the Canadian HR Reporter group of publications: • Canadian HR Reporter — www.hrreporter.com • Canadian Occupational Safety magazine — www.cos-mag.com • Canadian Payroll Reporter — www.payroll-reporter.com • Canadian Employment Law Today — www.employmentlawtoday.com • Canadian Labour Reporter — www.labour-reporter.com See carswell.com for information Ontario employers may see changes to public holiday pay rules in the next year.

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