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 <br>Under the Employment Standards Act, 2000 (ESA), employers can require a worker to offer proof sensible in the circumstances that they are entitled to authorized leave under the ESA.<br>
 <br>Effective October 28, 2024, companies can not need staff members to supply a certificate from a competent health specialist (a medical note). A "certified health specialist" is an individual who is qualified to practise as a physician, signed up nurse or psychologist under the laws of the jurisdiction in which care or treatment is offered to the employee.<br>
 <br>ESA maximum fines<br>
 <br>A prosecution may be commenced under Part III of the Provincial Offences Act where a person is believed to have committed an offense under the ESA. If convicted, an individual might be subject to a fine or a regard to jail time or both.<br>
 <br>As of October 28, 2024, the maximum fine for people founded guilty of contravening the ESA has actually increased to $100,000 (up from $50,000).<br>
 <br>Definition of employee<br>
 <br>The Employment Standards Act (ESA) defines a staff member to include a person who:<br>
 <br>- performs work for a company for earnings
 <br>- products services to a company for earnings
 <br>- receives training from an employer, if the skill they're being trained on is a skill used by the company's staff members
 <br>- is a homeworker
 <br>- was a staff member
 <br>
 On March 21, 2024, the significance of "training" was broadened to consist of work carried out during a trial period. A staff member now includes a person who performs work throughout a trial period for a company, if the abilities being assessed during the trial period are skills utilized by the company's employees or could be used by workers if there are no other employees. This indicates the hours worked throughout the trial duration should be counted as work time. Find out more about what counts as work time.<br>
 <br>Deductions from earnings<br>
 <br>The ESA prohibits employers from making deductions from incomes when the company had a money scarcity, lost home or had residential or commercial property taken and a person aside from the staff member had access to the cash or residential or commercial property.<br>
 <br>On March 21, 2024, the ESA was amended to verify that this includes reductions from incomes in "dine and dash", "gas and dash" and other comparable scenarios.<br>
 <br>Payment of salaries - direct deposit<br>
 <br>The ESA requires employers to pay wages by money, cheque or direct deposit. If the wages are paid by direct deposit,  [employment](https://gratisafhalen.be/author/trudipinto1/) the account should be in the worker's name and no one aside from the employee can have access to the account, unless the employee has authorized it.<br>
 <br>Effective June 21, 2024, an extra requirement will be in place if the company wants to pay earnings by direct deposit: the account should be selected by the staff member. This means the staff member must decide which account to utilize and the employer can not limit an employee's section by, for instance, requiring the staff member to [utilize](https://robbarnettmedia.com) an account at a specific financial institution.<br>
 <br>For payments that are to be made after June 20, 2024, a worker can choose the account where their earnings are to be deposited. If a company previously limited a worker's account selection - for instance, by requiring them to  an account at a specific banks - it is the company's duty to verify the worker's choice of their preferred account before they make the next payment after June 20, 2024. An employee can likewise alert their company that they desire their earnings transferred to a various account and, when that takes place, the employer needs to make the change.<br>
 <br>Vacation pay contracts<br>
 <br>The ESA permits a company to pay vacation pay to a staff member on every pay cheque as it collects or at any agreed-upon time, however just with the arrangement of the staff member. Learn more about when to pay holiday pay.<br>
 <br>Effective June 21, 2024, the ESA is amended to clarify that the employee should make an agreement with the company in order for the company to be able to pay vacation pay on every pay cheque or at an agreed-upon time. This confirms that such contracts can not be spoken and should be made in composing (including digitally), [constant](https://clickcareerpro.com) with how the ministry implements the ESA.<br>
 <br>Tips or other gratuities - approaches of payment<br>
 <br>Beginning June 21, 2024, companies will be needed to pay ideas or other gratuities by either:<br>
 <br>- money
 <br>- cheque
 <br>- direct deposit
 <br>
 If payment is by cash or cheque, the employee must be paid the tips or other gratuities at the work environment or at some other location consented to digitally or in writing by the worker.<br>
 <br>If payment is made by direct deposit, the account should be selected by the staff member and remain in the worker's name. Nobody besides the employee can have access to the account, unless the worker has actually authorized it.<br>
 <br>The requirement that the employee select the account suggests the employee should decide which account to use, and the employer can not restrict a worker's selection by, for instance, needing the staff member to utilize an account at a specific banks.<br>
 <br>For payments that are to be made after June 20, 2024, an employee has the right to choose the account where their tips are to be deposited. If a company formerly restricted an employee's account selection - for example, by needing them to use an account at a specific monetary organization - it is the employer's obligation to confirm the employee's selection of their wanted account before they make the next payment after June 20, 2024. A worker can also alert their company that they desire their ideas transferred to a various account and, when that takes place, the company must make the change.<br>
 <br>Tips sharing policy<br>
 <br>The ESA permits companies, along with directors and investors of an employer, to share in suggestions, if specified criteria are met.<br>
 <br>Effective June 21, 2024, where a company has a policy about the employer, director or investor of the employer, sharing in a pointer swimming pool, the employer will be required to publish a copy of that policy in a plainly visible location in the workplace where it is likely to come to the attention of workers.<br>
 <br>The requirement to post a policy does not need an employer to develop a policy. It uses if a company has a written policy in location or if an employer has an established practice of sharing in a pointer pool that is consistently applied (even if it's not documented). If the employer has an unwritten however recognized, consistently-applied practice in location, the company needs to put the policy in writing and post a copy of the policy.<br>
 <br>The ESA does not define the details that should appear in the policy, as long as the posted file is a true copy of the policy that remains in place and plainly specifies that the employer or a director or shareholder of the company shares in the idea pool.<br>
 <br>Effective, June 21, 2024, companies will also be required to keep a copy of every suggestions sharing policy that is needed to be published for three years after the policy stops being in impact.<br>
 <br>Job publishing requirements<br>
 <br>On a date to be set by pronouncement of the Lieutenant Governor, modifications will enter force that develop new requirements for employers related to publicly marketed job postings.<br>
 <br>Temporary assistance firm and employer licensing<br>
 <br>Beginning on July 1, 2024 under the [Employment](http://webheaydemo.co.uk) Standards Act, 2000 (ESA):<br>
 <br>- Temporary aid firms are required to hold a licence to operate.Clients are restricted from purposefully engaging or utilizing the services of a momentary assistance agency unless the company holds a licence. (Find out more about the relationship between short-term help companies and customers.).
 <br>
 - Employers, prospective companies and other employers are forbidden from intentionally engaging or utilizing the services of any recruiter that does not hold a licence.
 <br><br>
 <br>Where applications are made before July 1,  [employment](http://sbstaffing4all.com/companies/designxri/) 2024 and a decision is pending, there is a transitional rule that will apply.<br>
 <br>On April 29, 2024, O. Reg. 99/23 - Licensing Temporary Help Agencies and Recruiters was amended. The modifications consist of:<br>
 <br>- Adding a surety bond as a new acceptable form of security for all candidates,.
 <br>- excusing particular recruiters from the security requirement under defined conditions,.
 <br>- altering the application cost and security requirements for entities using both for a short-lived assistance agency and  [employment](https://yogicentral.science/wiki/User:Declan01S97) a recruiter licence.
 <br>
 The ministry's licensing web page has been updated to show these changes. Please go to that webpage for details.<br>