SEPTEMBER 2013
Substituting holidays
Continued from page 11
fected by the change must agree to it.
The employer must also apply to the Labour Standards officer for permission to
make the change.
Ontario: The employer may provide
the substituted day off no later than
three months after the holiday or, with
the employee's written agreement, no
later than 12 months after the holiday.
Prince Edward Island: The employer
and the employees must agree on the
substituted day.
Quebec: Employers must provide the
day off within three weeks before or
after the actual holiday in a workplace
without a collective agreement. This
does not apply to the national holiday,
which falls on June 24. For the national
holiday, the substitute holiday must be
taken on the working day before or after
June 24.
Saskatchewan: A majority of employees affected by the change must agree
to it. The employer must also apply to
Employment Standards for a permit allowing for the substitution.
Yukon: A majority of employees affected by the change must agree to it.
Annie Chong is the manager of the
payroll consulting group at Carswell,
a Thomson Reuters business. She can
be reached at annie.chong@thomson
reuters.com or (416) 298-5085.
www.payroll-reporter.com
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Third-party help Managers oversee
Continued from page 9
permitted to deduct amounts for property damage or loss of money if any other
person or employee had access to the
property of lost money.
Third-party software providers
Third-party software providers have the
ability to garnish wages on behalf of employers, including ADP Canada.
"ADP acts as the employer, per se,
and will take care of all of the steps required," says Helen Patterson, product
compliance manager with ADP Canada
in Toronto. "(Our) payroll solutions are
configurable to automatically deduct the
appropriate amount of wages to be garnished."
Employers can also indicate at which
point the garnishment should be stopped.
"A goal limit can be set up so that
once the total amount of the garnishment
order is reached the wages will no longer
be garnished," Patterson says. "This can
be set up by the client, or with the assistance of our client service team."
Employers do not necessarily have to
worry about remitting payments, either.
"ADP will remit the garnishments directly to the various government agencies, such as the Canada Revenue Agency
or a provincial/territorial family maintenance support program."
12
CPR September 2013.indd 12
continuity
Continued from page 5
employees
• business necessary — payments to
third party providers
• business desirable — transfer of payroll
data to the accounting system
• unnecessary — transfer of funds for the
employee social club.
"We really had to sit back and dissect
every single thing that we did and say,
"Okay, what would be the impact if we
didn't do this for a month?" she says.
The CPA purposely made the guidelines somewhat open-ended.
"We wanted to make it generic
enough that it would give people the opportunity to choose what specifics they
wanted," says Sinclair. "Certain parts
might pertain more to certain types of
businesses than others, but it's a reasonably high set of guidelines that you can
use as a basis for developing your own
set of guidelines or business plan."
Participants in the CPA's payroll management course receive training on the
guidelines.
"It's geared more to the manager versus the basic payroll technician," Sinclair
says, noting this is because managers
would most likely be the ones to implement and maintain the plan.
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13-08-28 10:20 AM
