In Alberta, when the NDP government was voted into power earlier
this year, they were elected on the promise of increasing the
minimum wage to $15, for employees working for
provincially-regulated employers and they are about to take the
first step towards that promise. The basic minimum wage in Alberta
increases today (October 1, 2015) from $10.20 per hour to $11.20
per hour. There are other categories of minimum wage and most
notably the minimum wage for those serving liquor will increase
from $9.20 per hour to $10.70 per hour.
Similarly, in Ontario, the basic (general) minimum wage
increases today (October 1, 2015) from $11.00 to $11.25 per hour.
There are other categories of minimum wage and most notably the
minimum wage for those serving liquor will increase from $9.55 per
hour to $9.80 per hour. These increases are due to legislative
changes that annually index minimum wage to the rate of inflation.
Each year, the new rate will be announced by April 1 and will come
into effect on October 1.
In British Columbia , the basic minimum wage increased on
September 15, 2015 from $10.25 per hour to $10.45 per hour . There
are other categories of minimum wage and most notably the minimum
wage for serving liquor increase d from $9.00 per hour to $9.20 per
In Québec, the basic minimum wage increased on May 1,
2015 from $10.35 per hour to $10.55 per hour and the minimum rate
for employees receiving tips increased from $8.90 per hour to $9.05
Current basic minimum wages in other areas of Canada are $10.50
(PEI), $11.00 (Manitoba - increased today), $10.50 (Saskatchewan -
increased today), $12.50 (NWT), $10.60 (Nova Scotia), $11.00
(Nunavut), New Brunswick ($10.30), Newfoundland and Labrador
($10.50) and $10.86 (Yukon).
None of the above applies to federally-regulated employers.
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
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