Rules and Regulations for Employment in Nova Scotia

posted in: Employment Standards | 0

All the minimum employment rules in Nova Scotia that employees and employers are obliged to follow are made and implemented by The Labor Standards Legislation. Any complaints that these rules have been breached will be heard and taken action by the Labor Standards Division.

This is the table for the standard and in verbatim rules and regulations when it comes to employment in Nova Scotia.

Employment / Labour Standards and Regulations – 2015

Minimum Wage
  • $10.40 per hour (April 1, 2015 increase to $10.60)
  • $9.90 per hour for employees with no experience (employed less than 3 months) (April 1, 2015 increase to $10.10)

Note: Rates are to be adjusted annually based on the Consumer Price Index. For workers employed in logging and forestry operations, the minimum wage is set separately.

Call-in Pay
  • 3 hours at minimum wage
Overtime Pay:Time + 1/2
  • Over 48 hours per week

Note: In Nova Scotia, while most receive 150% of their regular hourly wage, some groups of workers receive overtime at 150% of the minimum wage.

Vacation Entitlement
  • After 1 year of employment: 2 weeks
  • After 8 years of employment: 3 weeks
Vacation Pay
  • 4% of vacationable earnings
  • After 8 years of employment: 6%

Tip: To determine vacationable earnings, check the Vacationable Earnings chart or consult with employment/labour standards in the jurisdiction.

Statutory Holidays
  • New Year’s Day (January 1)
  • Nova Scotia Heritage Day (February, 3rd Monday)
  • Good Friday (April 18)
  • Canada Day (July 1)
  • Labour Day (September 1)
  • Remembrance Day (November 11)
  • Christmas Day (December 25)

Note: This is not a statutory holiday under the Labour Standards Code but rather under the Remembrance Day Act. Most industries are required to be closed.

Under the Remembrance Day Act, if an eligible employee is required to work on Remembrance Day and was entitled to receive wages for 15 of the 30 days prior to Remembrance Day, he or she will be given a holiday with pay on another agreed upon day. Under the Retail Business Designated Day Closing Act, some retail businesses are prohibited from opening (Affects more days than just statutory holidays – Consult the legislation for more details.).

Statutory Holiday Pay (if worked)
  • Time + 1/2 plus regular pay; if continuous Time + 1/2 plus regular pay OR regular pay plus alternate day

Note: If pay is variable, a regular day’s pay can be determined by averaging hours or wages over the 30 calendar days preceding the holiday.

Statutory Holiday Pay (if not worked)
  • Regular day’s pay

Note: If pay is variable, a regular day’s pay can be determined by averaging hours or wages over the 30 calendar days preceding the holiday.

Notice of Termination
by Employer
  • Less than 3 months of employment: Nil
  • 3 months -2 years of employment: 1 week
  • 2 – 5 years of employment: 2 weeks
  • 5 – 10 years of employment: 4 weeks
  • 10 years of employment and over: 8 weeks

Note: When terminating in groups of 10 or more, group termination rules may apply.

Maternity or Pregnancy Leave
  • 17 weeks after 1 year of employment

Note 1: Maximum combined pregnancy/parental leave is 52 weeks. The longer period of parental leave applies if maternity/pregnancy leave is not taken.

Note 2: Most jurisdictions require leaves to be taken within a specified period. Check with the applicable employment/labour standards office.

Parental Leave (available to either parent)
  • 35 or 52 weeks after 1 year of employment

Note 1: Maximum combined pregnancy/parental leave is 52 weeks. The longer period of parental leave applies if maternity/pregnancy leave is not taken.

Note 2: Most jurisdictions require leaves to be taken within a specified period. Check with the applicable employment/labour standards office.

Bereavement
  • 3 days / 1 day

Note: Three days on death of a spouse, child or ward, or parent/guardian, and one day on death of grandparent, grandchild, sister, brother, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law or brother-in-law.

Compassionate/ Family Care/ Responsibility
  • 8 weeks

Note: If employed at least three months.

Emergency
  • Yes
Sick
  • 3 days
Voting
  • 3 hours
Citizenship Ceremony
  • 1 day
Reservist’s Leave
  • Yes

Note: Leave for Reservists – Employees who are members of the Canadian Forces Reserves and deployed for active service are entitled to a job-protected unpaid leave. Eligibility requirements and period of leave varies-consult applicable employment/labour standards information.

Court Leave
  • Yes, unpaid leave for attendance at a proceeding
Critical Illness of a Child Leave
  • 37 weeks within a 52 week period

Note: If employed at least three months.

Death or Disappearance of a Child Leave
  • 104 weeks for death, 52 weeks for disappearance

Note: If employed at least three months.

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