Payroll Reporter
Can
R
Can
R
adian adian a
www.payrollreporter.com
October 2014
New Brunswick
New standards aff ecting pay statements
and penalties now in force
The New Brunswick government has enacted legislative amend-
ments regulating the use of electronic pay statements in the prov-
ince.
An Act to Amend the Employment Standards Act (Bill 46),
which took effect on Sept. 1, allows employers to issue electronic
pay statements to employees only if they ensure that employees
have confidential access to the statements at their workplace.
see LeGIsLATIVe on page 5
PM
#40065782
Legislative Roundup
Changes in payroll laws and regulations
from across Canada
News In Brief pg. 6
EI's maximum insurable benefi ts are
on the rise; new CPP app provides tax
reminders; overtime settlement
deadline looms in Scotiabank case
Ask an expert pg. 7
A look at issuing an ROE
for pay period changes,
transferring payments to
an RRSP
Deposit, withdraw
hours instead of cash
Overtime banks can off er benefi ts
if administered properly
BY SHEILA BRAWN
WHEN EMPLOYEES WORK
overtime, some want money for
their efforts; others want to be
compensated in paid time off.
Banking employees' overtime
and allowing them to take the
time off later can offer benefits
for both employers and employ-
ees — if done properly.
For employees, it can mean
having a few extra days of vaca-
tion or some long weekends. For
employers, providing time off in
lieu of overtime pay means not
having to pay out money right
away. It can also be a good em-
ployee relations policy. How-
ever, without proper policies,
record-keeping and commu-
nication, overtime banks may
cause headaches for employers,
Ontario workers get 3 new leaves
Employers need to update policies to incorporate new family-related leaves
BY SHEILA BRAWN
WORKERS in Ontario will soon have three
new unpaid leaves of absence under the
province's Employment Standards Act.
On Oct. 29, legislation will come into ef-
fect allowing employees to take time off
work to provide care for a family member
with a serious medical condition, to care for
a critically ill child or if their child disappears
or dies because of a probable crime.
Ontario is one of a number of jurisdic-
tions to legislate similar leaves. In Quebec,
employees with at least three months of ser-
vice are allowed to take up to 12 weeks off in
a 12-month period to stay with a specified
family member who suffers a serious illness
or accident. For a child under 18 years old
with a serious, possibly life-threatening ill-
ness, the employee may extend the leave to
up to 104 weeks.
Saskatchewan also allows employees to
take up to 12 weeks off work without pay in
a 52-week period if a family member has a
serious illness or injury.
Since 2013, when the federal govern-
ment implemented changes to Employment
Credit:
Alexander
Raths/Shutterstock
Angela Pronchuk
has a real
passion for
payroll
profession
pg. 3
see pROpeR on page 4
see LeAVes on page 2
Ontario's new unpaid leaves recognize the responsibilities workers face outside of work, including
caregiving for ill family members.
