Your Basic Employment Rights As A Worker In Ontario

Your Basic Employment Rights As A Worker In Ontario

Working in Canada especially in Ontario is a big deal and could be fun for you if you know your rights. Many immigrants today have been toyed with by some employers for simply being ignorant of their rights as workers in Canada.

As a Temporary worker in Canada (Ontario), you are protected by the same rights as a permanent resident or citizen in Canada. The rights of all workers in Ontario are protected by the Employment Standard Act (ESA).

The law governs the conduct of employers towards their employees likewise the attitude of employers towards the employers.

Employment Standard Act (ESA) law governs all workers who ply their trade in Ontario. Although, it does not include those who work in organizations regulated by the Canadian federal government such as Transport Organizations, Banks, Lawyers, etc.

What Are Your Rights?

The Employment Standard Act (ESA) also lists some of the holiday periods and vacations workers are entitled to each year. It covers the minimum wage workers are expected to receive as an actual salary or overtime.

Workers are also entitled to sick leave, pregnancy leave and also parental leave or any emergency that is critical to both health and life. The law regulates the number of hours a worker is entitled each day, week, month or a year.

Some work for eight hours a day, for some organizations they demand more or lesser time depending on the workload. Any additional time aside from the agreed time must be in a written or electronic agreement between the employer and the employee.

Under this law, employees reserve the right to refuse any work that can put them in harm’s way, and the right to know if there are any dangers in the workplace.

When an employer decides to lay-off, discharge, outrightly dismiss or fire a worker or workers, the employers will have to compensate the employees or employees involved.

However, when an employee is dismissed on the count of willful misconduct, willful disregard of the duty of willful disobedience, then the employee is not entitled to any termination pay.

But in a situation where an employee is dismissed due to some changes made by the company that affects the employee negatively, the employee becomes entitled to a termination pay

Originally posted 2020-07-07 06:00:06. Latest Buzz On IbuzzUp Media



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