Sentences with phrase «wages as vacation»

The Code would be clarified to indicate that employees must be paid 4 percent or two weeks of their total wages as vacation pay until they have been employed for five years, after which they must receive at least 6 percent.

Employees must be paid 4 % of their total wages as vacation pay until they have been employed for 5 years after which they must receive at least 6 % of their total wages.

Not exact matches

«Women with children are often excluded from full participation in the labour market due to challenges in balancing work and family life, or they work part - time, which often means lower wages and fewer benefits, including lack of a pension, paid vacation and sick leave, as well as less job stability,» the document states.

The resolution permits certain Rockland Association of Management (RAM) employees serving as undersheriffs, and a handful of other positions with other departments, to receive paid holidays, sick pay totaling half of the wages from missed days, four personal days, and 15 vacation days.

«Women with children are often excluded from full participation in the labour market due to challenges in balancing work and family life, or they work part - time, which often means lower wages and fewer benefits, including lack of a pension, paid vacation and sick leave, as well as less job stability,» the document states.

A lot of folks have lost jobs or are experiencing reduced wages through no fault of their own but many more people who used their homes as a bank to pay for vacations and new cars or who bought homes they really couldnâ $ ™ t afford are in trouble by their own volition and irresponsibility.

A good Employee Handbook should include information on a diverse range of topics such as hours and wages, vacation and overtime, family and medical leaves, and the company code of conduct.

The Wage Earner Protection Program (WEPP) under the Bankruptcy and Insolvency Act provides guaranteed and timely payment of unpaid wages, vacation pay (on or after July 7, 2008), as well as unpaid severance and termination pay to eligible workers (on or after January 27, 2009) whose employers go bankrupt or are in receivership, up to an amount equalling four weeks maximum insurable earnings under the Employment Insurance (EI) Act (currently about $ 3,000).

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

As an independent contractor, Mr. Omarali was excluded from the benefits and protections of the Employment Standards Act, 2000 («ESA «-RRB-, which guarantees minimum hourly wages, overtime pay, and vacation pay for employees.

Where an employer violates these rules, it can face penalties, as well as being required to provide the affected employee with any outstanding entitlements, such as unpaid wages, vacation pay or overtime pay.

Termination pay is usually a lump sum that is calculated based on the terminated employee's regular wages for a given number of weeks, plus the value of employment benefits such as vacation pay and continued benefits contributions, etc..