Download An employer's guide to employment rules by Alberta Employment and Immigration Contributors PDF

April 11, 2017 | Business Culture | By admin | 0 Comments

By Alberta Employment and Immigration Contributors

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See health and safety school programs, 5–6, 31 security background checks, 3 seniors as employees, 3–4, 21 Service Canada, 6, 10, 33–35, 38, 40 sexual harassment, 12, 27, 29 shortages, cash, 20 sick leave and pay, 35 smoking, 29 Social Insurance Numbers (SIN), 10, 18, 41 special needs, persons with, 3, 8–9, 35, 42 statement of earnings, 19 statutory holidays, 24 stress in workplace, 27, 29, 31 strikes and lockouts, 32, 37 students, 5–7, 31 substance abuse tests, 12 Support Deduction Notice (MEP), 20 unionized employees, 19, 32 vacation pay, 23 vacation time, 17, 25–26 violence and abuse, 12, 27, 29 volunteers, WCB coverage for, 31 work breaks, 25 work experience programs, 5–6, 31 work permits for foreign workers, 6–7, 10 Workers’ Compensation Board (WCB), 9, 17, 29–31, 40 working alone, 5, 27–28 work-life balance, 31 Workplace Hazardous Materials Information System (WHMIS), 16, 27, 42 workplace modifications, 8–9, 35 workplace safety.

If employees are eligible for and ask for maternity or parental leave, you must grant them time off work and allow them to return to work following such leave. Providing Records of Employment for temporary leave You must provide employees with a Record of Employment (ROE) if they leave work temporarily as a result of pregnancy, injury, illness, parental leave, layoff, unpaid leave or dismissal. The federal government uses the ROE to determine whether the employee qualifies for Employment Insurance benefits, at what rate and for how long.

In this case, the employee works and is paid regular pay until the end of the notice period. • pay instead of a termination notice. In this case, the employee ends work immediately but is paid for the duration of the notice period. FIND OUT MORE Alberta Employment Standards Contact Centre • a combination of a termination notice and pay in lieu of the termination notice period if you ask the employee to stop work before the end of the notice period required by the Code. You do not need to provide termination notice if the employee is a construction employee.

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