Human Resources Intro Flashcards
Human Resources
- Basics
Find people who are a good fit for the company
- Train, protect, and ensure they stay
Legislation
- Employment Standards Code & Employment Standards Regulation
Rules and regulations set the minimum standards that have to be met
Legislation
- Alberta Human RIghts Act
Protects individuals from discrimination (age, gender, race)
Legislation
- Personal Information Protection Act or Freedom of Information and Protection of Privacy Act
Protects the in employees personal information
Legislation
- Occupational Health and Safety
Employer has to provide rules to the employees to ensure their safety
Legislation
- Employment agreements (Contracts)
Can exceed legislative minimums
- Have to provide more for the workers
Legislation
- Collective Bargaining agreements (Unions)
Can exceed legislative minimums
- Have to provide more for the workers
Pharmacists do not have a union
Hospital Pharmacists can enroll under AHS union
General Minimum Wage
$15/hour
Students under 18 Minimum Wage
$13/hour - For first 28 hours in the work week
$15/hour - Once 28 hours is exceeded
Sales person (land agents and certain professionals) Minimum Wage
Weekly Wage
- $598/week
Domestic Employees (Living in their employers home)
Monthly Wage
$2848/month
Maximum Work Time
12 hour shift (some exceptions like EMT)
- Each shift must be at minimum of 3 hours at minimum wage (Some exceptions like managers, supervisors)
Breaks
Per 5 hour of work:
- Minimum 30 minute break
Per 10 hours of work
- Minimum two 30 minute breaks
Paid break if you can not leave the workplace because of job requirement
Rest Days
In a work week:
- Must have a minimum of one day of rest (1 day off in 7 days)
Overtime
Whichever is greater:
- More than 8 hours per day
OR
- More than 44 hours per week
Paid at 1.5x regular rate
Except: Managers, Supervisors, Pharmacists as they have to keep the pharmacy running
Companies want to avoid overtime
Overtime Agreements
Not required (Deal between employer and employee)
- Can store overtime for time off with pay
- Have to use within 6 months
Averaging Agreements
Not required (Deal between employer and employee)
- Flexible (Working 10 hours wordays with no overtime BUT is allowed to take an extra day off every week
General Holidays
Statutory Holidays:
- Companies can not do less than the 9 stat holidays
- Companies can do more if they want
General Holiday Pay
Depends on if employee normally works on that day of the week and if they do end up working on that holiday
General Holiday Pay (Good Friday Example)
- Employee normally works Fridays
- Employee ends up working on Good Friday
Employee is paid normal wage for that day
+
Employee is paid normal wage * 1.5
General Holiday Pay (Good Friday Example)
- Employee normally works Fridays
- Employee does NOT end up working on Good Friday
Employee is paid normal wage
General Holiday Pay (Good Friday Example)
- Employee does NOT normally work Fridays
- Employee ends up working on Good Friday
Employee is paid their normal wage * 1.5
General Holiday Pay (Good Friday Example)
- Employee does NOT normally work Fridays
- Employee does NOT end up working on Good Friday
Employee is not paid
Vacation
Employee is entitled to vacations hours after 1 year of working
- First 4 years: 2 weeks continual vacation with paid leave (4% of regular pay)
- After 5 years: 3 weeks continual vacation with paid leave (6% of regular pay)
Can an employer designate an employee’s vacation time
Yes, as long as it is within 2 weeks written notice
Can an employer break an employee’s vacation period
No, unless it was agreed on otherwise
Job Protected Leave
If Employee takes a leave of absence for the below reasons they can not lose their job:
- Bereavement
- Citizenship ceramony
- Compassionte care
- COVID-19 leave
- COVID-19 vaccination leave
- Critical illness
- Death or disappreance of child
- Domestic violence leave
- Long term illness and injury
- Maternity and parental leave
- Personal and family responsibility leave
- Reservist
Earning Pay Statments
Can be paid
- Daily
- Weekly
- Biweekly
- Semi-monthly
- Monthly
Has to be paid within 10 days of the pay period
If pay is reduced it must be done in advance of the pay period affected
Mandatory Deductions
Taken by empoyee to pay government on your behalf
- Income Tax
- CPP
- Insurance
- Court garnishments
Voluntary Deductions
Deductions made by the union
Deductions allowed by the employee
- Pension plan
- Dental plan
Deductions Not Allowed
- Uniforms
- Cash shortage (you will not be deducted pay if the register is short on cash)
- Loss of property
Termination
Employer can terminate any employership
- Must provide 2 week notice and/or termination pay
Has to accommodate employee’s needs
Probation Period
In first 3 months of employment termination can occur without notice/pay
Length of Employment and Termination
90 days-2 years
- 1 week
2-4 years
- 2 weeks
4-6 years
- 4 weeks
6-8 years
- 5 weeks
8-10 years
- 6 weeks
10+years
- 8 weeks
Termination
- Just Cause
No notice or severance is required
- Employer must demonstrate that employee was aware of their actions
Best Practice: Seek Legal Opinion
Employer Agreement
Has defined terms and conditions
- Clearly outlines expectations
- Have employe sign the manual at start of employment
Ensure accurate documentation in employee record
- Can disclose this information to employee (PIPA)
Human Rights
No discrimination
- Consider accommodations, can’t fire someone for breaking their leg if they believe they can still work with accomodations
Termination Letter
- In writing
- Addressed to employee
- Termination Date
- Explanation for why
- Final earnings (1o days after end of pay period or 31 days after last date of employement)
Employee may be entitle to more than the legislative minimum
- Best Practice: Seek legal advice before terminating
