Canadian Payroll Reporter - sample

10 Canadian HR Reporter, a Thomson Reuters business 2018 News April 2018 | CPR Reviewing the lower-profi le standards Examining lesser-known payroll rules like equity provisions, wedding leave, jury duty BY SHEILA BRAWN GOOD PAYROLL profession- als know the rules covering pay statements, deductions, vaca- tions, statutory holidays, and wages in lieu of notice. However, these are not the only employ- ment standards rules with which employers must comply. Across Canada, employment standards laws contain numer- ous requirements covering al- most all aspects of the employ- ment relationship. Some rules have existed for decades, while others are more recent. Some standards may not get as much attention in payroll de- partments, but are still impor- tant to know: Equity provisions: Many ar- eas in Canada have equal pay for equal work provisions in their employment standards laws. The standards prohibit em- ployers from paying employees of one sex at a different pay rate when they do substantially the same work in the same work- place under similar working conditions, and the work re- quires substantially the same skill, effort, and responsibility. The provisions also bar em- ployers from reducing an em- ployee's pay rate to comply with the equal pay requirements. While the rules vary between jurisdictions, most allow for exceptions to the equal pay re- quirements if the difference in pay rate is based on factors such as a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or another system or practice that is allowed by law. In jurisdictions that have not added equity provisions to their employment standards legisla- tion, employers may be bound by equal pay requirements under human rights laws. For instance, Alberta and British Columbia do not have equity requirements under employment standards, but both include prohibitions on wage discrimination in their hu- man rights legislation. Ontario's employment stan- dards equity requirements go beyond sex-related pay differ- ences. As of April 1, the gov- ernment added provisions that prohibit employers from paying casual, part-time, temporary, and seasonal employees at a lower pay rate than they pay their full- time/permanent employees if the workers do substantially the same kind of work in the same establishment under similar working conditions, and their job requires substantially the same skill, effort, and responsibility, with some exceptions. The new rules also prohibit temporary help agencies from paying assignment employees working for a client at a pay rate less than the rate paid to the cli- ent's employees if they do sub- stantially the same kind of work in the same workplace, with ex- ceptions where the rate differ- ence is based on any factor other than sex, employment status, or assignment employee status. Employees who believe that their employer (including tem- porary help agencies) is not complying with the equity pro- visions to request that the em- ployer review their pay rate. Upon request, employers must either adjust the employ- ee's rate of pay or notify the em- ployee in writing as to why they think the difference is justified. see LIE DETECTOR page 12 NOMINATIONS CLOSE JUNE 1 Is your safety team a lineup of super stars that are always motivating the workforce to make safety a priority? Throw your hard hat in the rink for Canada's Safest Employers awards. Now in its 8th year, the awards recognize the safest companies from coast to coast. Awards for Wellness, Psychological Safety, Young Worker Safety and Canada's Best Health + Safety Culture also available. www.safestemployers.com CELEBRATING SAFETY MVPs EMPLOYERS SAFEST 2018 CANADA'S Presented by Strategic Partner Platinum Sponsor Bronze Sponsor Gold Sponsor Silver Sponsor Silver Sponsor Bronze Sponsor EXPERTS IN OCCUPATIONAL TESTING Reception Sponsor

• Cover