Effective October 1, 2016, Alberta's minimum wage will
increase from $11.20 per hour to $12.20 per hour. This is the first
step in the Provincial government's plan to raise the minimum
wage in Alberta to $15.00 per hour by October 1, 2018. The second
step of the plan will kick in on October 1, 2017 when the minimum
wage will increase to $13.60 per hour.
Additionally, as of October 1, 2016 there will no longer be a
lower minimum wage for employees serving liquor as part of their
regular job. Instead, these workers must be paid the regular hourly
minimum wage, which, as of that date, will be $12.20 per hour.
These increases affect all workers including foreign nationals
employed in Alberta with or without a Labour Market Impact
Assessment. Employers need to be aware of these changes, as
improperly paying a foreign national could have serious
consequences under the new Temporary Foreign Worker Program's
The minimum hourly wage is not the only aspect of the Employment
Standards legislation that is changing. Weekly and monthly minimum
wages are increasing as well. Many individuals in Alberta are paid
based on an hourly rate; however, certain occupations, typically
involving irregular work schedules or commissioned earnings, are
not well suited to an hourly wage. Employees in such situations do
not have to record their hours worked and are entitled to weekly
and monthly minimums regardless of the number of hours worked. For
example, caregivers who live in their employer's residence are
currently entitled to monthly minimum pay of $2,127. On October 1,
2016 this amount will be raised to $2,316, and then increased
annually by $266 for the next two years. Caregivers who do not
reside with their employer must record their hours and are entitled
to at least the minimum wage.
On February 1, 2017, the Ontario Human Rights Commission released a policy statement that seeks to clarify the type and scope of the medical information that employees need to provide to their employers to support disability-related requests for accommodation.
Throughout an employee's time with an employer, there are many occasions where the employer will be required to have the employee complete forms or other documents for third parties, or where the employer must complete forms themselves for third parties.
How do you know when an employee has quit her job? It may seem like a simple question, but the answer recently eluded an Ontario employer, who improperly took an employee's apparent resignation at face value.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).