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 |
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Minimum Wage |
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 |
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Overtime Pay:Time + 1/2 |
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 |
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Vacation Pay |
Tip: To determine vacationable earnings, check the Vacationable Earnings chart or consult with employment/labour standards in the jurisdiction. |
Statutory Holidays |
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) |
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) |
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 |
Note: When terminating in groups of 10 or more, group termination rules may apply. |
Maternity or Pregnancy Leave |
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) |
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 |
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 |
Note: If employed at least three months. |
Emergency |
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Sick |
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Voting |
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Citizenship Ceremony |
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Reservist’s Leave |
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 |
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Critical Illness of a Child Leave |
Note: If employed at least three months. |
Death or Disappearance of a Child Leave |
Note: If employed at least three months. |
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