Sentences with phrase «pay temporary employees»

Not exact matches

Figures also show that in 2009, 1.8 million Canadians worked in some type of temporary job, which accounted for 12.5 per cent of paid employment, with contract positions accounting for just over one - half of temporary jobs and professionals making up a large proportion of contract employees.

A non-exempt employee must be paid only for hours worked, except for the possible exceptions noted in the section above on temporary shut downs.

And if there's an overlap between the temporary and the outgoing employee to ease the transition, companies pay double wages and EI contributions for that period.

Unlike his proposal, the measure the Assembly passed last year would provide 12 weeks of paid leave through the state's temporary disability insurance system, and the employee contribution would be set at 45 cents a week.

A Labour government will mean more workers paid a living wage, (as many enlightened employers and, I'm proud to say, increasing numbers of Labour councils, are already doing)- offering temporary tax breaks to employers that commit to paying it, and requiring transparency of large companies, so employees, consumers and campaigners can hold them to account.

Exceptions include fellows hired and paid directly by an agency: they receive health coverage via the agency under temporary employee status.

Figures also show that in 2009, 1.8 million Canadians worked in some type of temporary job, which accounted for 12.5 per cent of paid employment, with contract positions accounting for just over one - half of temporary jobs and professionals making up a large proportion of contract employees.

Troubles at Kingdoms of Amalur house 38 Studios appear to continue; the Rhode Island EDC board has decided not give financial assistance to the developer after it had temporary trouble paying its loan and employees.

Bonner has referred to his own firm as a «white collar sweatshop,» run largely by temporary employees and interns paid low hourly wages.

Effective April 1, 2018, employers will be required to pay casual, part - time, temporary and seasonal employees the same rate as full - time, permanent employees when doing the same job.

Further, employers will be expressly prohibited from committing reprisals against employees (or temporary help agency workers) who make such a request and must permit or discuss or disclose their rate of pay to other employees.

The Bill proposes adding «new equal pay for equal work» provisions that mandate paying casual, part - time, temporary and seasonal employees at the same rate as regular full - time employees who perform the same job for the same employer.

Employees and temporary help agency workers who believe they are not being paid equally will be permitted to request a review of their rate of pay with their respective employer.

Where a temporary help agency supplied the services of an assignment employee to a client of the agency, Bill 146 would amend the ESA to create joint and several liability for the regular wages and overtime pay earned by the assignment employee during each pay period that the employee supplied services to the client of the agency.

Whether you need to staff up for a busy time, or you need to replace someone who's going on leave, a Temporary Employment Contract sets out the conditions of the temporary position, and defines the duties of the newly hired employee, how and when they'll be paid.

If an assignment employee was assigned to perform work for more than one client of a temporary help agency during a pay period, and the agency fails to pay the employee some or all of the wages described above that are owing to the employee for that pay period, each client is jointly and severally liable with the agency for a share of the total wages owed to the employee that is in proportion to the number of hours the employee worked for that client during the pay period relative to the total number of hours the employee worked for all clients during the pay period.

The proposed legislation would mandate that casual, part - time, temporary, seasonal and full - time employees would be paid equally when performing the same job for the same employer, subject to certain exceptions.

Subject to some exceptions, casual, part - time, temporary and seasonal employees will be required to be paid at the same rate as full time employees

74.10 (1) For the purposes of determining entitlement to public holiday pay under subsection 29 (2.1), an assignment employee of a temporary help agency is on a layoff on a public holiday if the public holiday falls on a day on which the employee is not assigned by the agency to perform work for a client of the agency.

(b) because the client or temporary help agency is or may be required, because of a court order or garnishment, to pay to a third party an amount owing to the assignment employee.

42.2 (1) No temporary help agency shall pay an assignment employee who is assigned to perform work for a client at a rate of pay less than the rate paid to an employee of the client when,

(v. 1) makes inquiries about the rate paid to an employee of the client for the purpose of determining or assisting another person in determining whether a temporary help agency is complying with Part XII (Equal Pay for Equal Work),

Workers» compensation is paid to help an employee who is injured on the job to pay for medical bills and compensate for permanent and / or temporary disability.

Assignment employees may request a review of their rate of pay from the temporary help agency, without reprisal, and the temporary help agency must either adjust the pay accordingly or provide a written response if they disagree.

This new provision will prohibit temporary help agencies from paying an assignment employee who is assigned to perform work for a client at a rate of pay less than the rate paid to an employee of the client where they perform substantially the same kind of work in the same establishment, their performance requires substantially the same skill, effort and responsibility, and their work is performed under similar working conditions.

Note that on October 11, 2017, we will be holding an Advantage session in Toronto on Bill 148 and the key amendments to the ESA and the LRA that will impact employers, including the changes to the minimum wage, equal pay for equal work, scheduling, personal emergency leave, temporary help agency employees, card - based certification for certain industries, first collective agreement arbitration and more.

Part - time, casual, temporary and seasonal employees would be entitled to the same rate of pay as comparable full - time employees of the same employer.

As discussed more fully in our terms of service, if you use NCN's services to be matched with a freelance lawyer for temporary or project - based work, and later decide to hire the matched freelance lawyer as a W - 2 employee, you agree to pay NCN a success fee of 25 % of the matched freelance lawyer's annual base salary.

Temporary staff, delegation, outsourcing: Attorney will not employ temporary employees, including so - called «Temps» or contract attorneys or other staff from outside companies, nor «outsource» or delegate work, nor charge for summer associates, law clerks, or student clerks, (collectively «temporary staff» even if not temporarily employed) without full advance disclosure of the employee's temporary or short - term status to client, including disclosure of the actual amount paid to the individual.

• Require employers to pay part - time, temporary and seasonal workers the same rate as regular full - time employees;

As we reported in June, Ontario Bill 148 proposes adding «new equal pay for equal work» provisions that mandate paying casual, part - time, temporary, and seasonal employees be paid the at the same rate as regular full - time employees who perform the same job for the same employer.

Despite these beneficial results, critics of the proposed Ontario measure say the mandatory self - enforcement approach would negatively affect all Ontario workers, especially those in temporary low - paying jobs and newcomers with language barriers; and the exemptions would confuse employees.

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It is important to note that an employer (and temporary help agency, in the case of temporary workers) can not punish an employee in any way for requesting a review of their rate of pay because they believe they are not receiving equal pay for equal work, or for asking other employees about their rates of pay to find out if an employer is providing equal pay for equal work.

Examples: Rent of a temporary office location — or rent of an entire unit similar to your existing facility; the cost to rent temporary office equipment, phones, computers etc., the cost of overtime paid to employees to re-create accounts receivables / payables or other critical operating data or other extra operating costs incurred in one form or another necessary to continue your operation to some degree and help to minimize your loss.

How would you cover for the financial loss of the employee or pay for a temporary replacement during his or her recovery?

Business interruption insurance compensates you for the revenue you would normally be making so you can continue to pay bills and employees during a temporary closure.

Luckily, business interruption insurance steps in during a temporary closure so you can continue to pay both bills and employees.

If an employee is injured on the job, work comp insurance will pay for medical care, disability - whether permanent or temporary, and death benefits.

As a temporary employee is only paid for the hours worked, employers keep a tight control on their staffing costs and productivity at optimum levels.

Our relationships with top companies ensure that our employees enjoy competitive pay, and dynamic and ongoing assignments with the best opportunities for temporary and temporary - to - full - time employment.

And, as an individual, you do not pay for the service — the companies that need the employees pay the temporary agency.

These recruiters are paid by companies to find and manage temporary employees (in this job market, a temporary position can extend indefinitely).

He even paid for temporary housing himself for employees who were forced to relocate during Hurricanes Katrina and Rita.