Scribd
Upload
82 views1 page

Employer's Quick Reference Guide

This factsheet summarizes key employment standards that employers in British Columbia must follow, including requirements to keep records of employee hours and pay, pay employees at least minimum wage, provide regular paydays at least twice per month, offer annual vacations and vacation pay after one year, provide statutory holiday pay and leaves for things like pregnancy, parental care, jury duty, and more. It also outlines rules around deducting wages, terminating employees with proper notice or compensation, and paying final wages on termination. Failure to comply with the Employment Standards Act can result in penalties for employers.

Uploaded by

Jamie Rhodes
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
82 views1 page

Employer's Quick Reference Guide

This factsheet summarizes key employment standards that employers in British Columbia must follow, including requirements to keep records of employee hours and pay, pay employees at least minimum wage, provide regular paydays at least twice per month, offer annual vacations and vacation pay after one year, provide statutory holiday pay and leaves for things like pregnancy, parental care, jury duty, and more. It also outlines rules around deducting wages, terminating employees with proper notice or compensation, and paying final wages on termination. Failure to comply with the Employment Standards Act can result in penalties for employers.

Uploaded by

Jamie Rhodes
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 1

Employment Standards Branch

FACTSHEET
This factsheet has been prepared for general information purposes. It is not a legal document. Please refer to the Employment Standards Act and Regulation for purposes of interpretation and application of the law.

April 2011

Quick Reference Guide For Employers


Employees are entitled to the protection of the Act whether they are employed on a part-time, full-time, temporary or permanent basis, and whether they are paid by the hour, by salary or commission, or by piece rate. Failure by an employer to comply with the Act may result in penalties being assessed. Keeping Records: Employers must keep records for each employee showing the employees wage rate; the hours worked each day; benefits paid; gross and net wages for each pay period; deductions taken; dates of statutory holidays and vacations taken, and amounts paid. These records must be kept whether the employee is paid by the hour, by salary or commission, or by piece rate. Hours of work: When scheduling employees, employers must observe the requirements regarding meal breaks, time off between shifts, scheduling split shifts, hours free from work each week, minimum daily pay and overtime. Rates of Pay: Regardless of whether an employee is paid by the hour, by salary or by commission, employers must ensure that payment equals at least minimum wage for all hours worked. As of May 1, 2011, minimum wage is $8.75 per hour with two further increases scheduled as follows: ! November 1, 2011 - $9.50; and ! May 1, 2012 - $10.25 See the Farm Workers, Minimum Wage and Minimum Wage for Liquor Servers factsheets for other minimum wage rates. Paydays: All employees must be paid at least twice a month. A pay period may not exceed 16 days. All money earned, including overtime and statutory holiday pay, must be paid within eight days after the end of the pay period. Wages must be paid in Canadian currency and may be paid by direct deposit to an employees bank account if authorized in writing by the employee. Vacation and Vacation Pay: An employer must give an employee an annual vacation of at least two weeks after 12 months of employment, and three weeks after five years of employment. After being employed for 5 calendar days, an employee is entitled to receive annual vacation pay of at least 4% of all wages earned for the first five years of employment and 6% after that. Statutory Holidays: Employees who have been employed for 30 calendar days, and have worked 15 of the 30 days before a statutory holiday, are entitled to statutory holiday pay of an average days pay. In addition, eligible employees who work on a statutory holiday are entitled to be paid time-and-one-half. Leaves and Jury Duty: Employers must grant the following types of unpaid leaves: pregnancy, parental, family responsibility, compassionate care, bereavement, reservists and jury duty. Deductions from wages: An employer may only deduct wages as required or permitted by this Act or by other legislation (e.g. income tax, CPP, EI). An employer cannot require an employee to pay any portion of an employers business costs, nor can an employer deduct advances and accidental overpayments from wages unless the employee has given written authorization. Termination: An employer may terminate an employee if sufficient written notice or compensation in lieu of notice is provided. Employers must pay final wages within 48 hours of terminating an employee, or within 6 days if the employee quits.

Ministry of Labour, Citizens Services and Open Government

For more information: Phone: 1 800 663-3316 or 250 612-4100 in Prince George Website: www.labour.gov.bc.ca/esb

You might also like