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                        Retail Workers Save Our Sundays

        

 

 

 

 

 

 

 

Retail can be a wonderful place to work but we need to fight for changes. In Nova Scotia presently we do not have any Sunday Shopping , good for us right? Doing some research we have found that there are a lot of unhappy people in the United States working in Retail. Is it any wonder? Stores are open 24/7. Families do not get time together anymore. Yes there are other reasons as to why Retail workers are unhappy but lets face it we need time to spend with our families, something that we do have here in the province of Nova Scotia.

 

Sites like these for example  You are worth More . Not to mention sites like the Retail Worker. So you be the judge here do we need unions? Is this what the Retail workers should look into? There are a lot of questions we all ask our selves these days in Retail. One thing for sure is that the pressures are building throughout the US and with no time for the workers to spend with there families is it any wonder?  This article found on the web http://www.findarticles.com/cf_0/m0VCW/16_26/65329310/p1/article.jhtml?term=when+did+stores+open+on+Sundays points out that they get more out of there workers when closing it's doors on a Sunday. Why would that ever be? Could it be that retail workers are people also? We have along way to go people need to start speaking out to there Government Officials. We were certainly saddened to read this article on the net it's no wonder Families are not getting enough time together . Mom is Disappointed With Working on Weekends 

 

It also seems like Wal-Mart employees are also upset with the company . Do they have good reason? The bottom line here is it's all about money ,yes we need it but shouldn't we think of our families? Is it always money? Please feel free to visit our main page Save Our Sundays. It's high time we stand up for our selves. Say No To Sunday Shopping.

                       

                   Retail workers Nova Scotia ,Ontario information on refusing Sunday work!

Protection from having to work on Sundays is a great deal of concern of ours in this wonderful world of choice. Nova Scotia has joined Ontario in protecting its workers from having to work Sundays. Check out the  Labour Standards Division Nova Scotia for the latest on refusing Sunday work.  Ontario's Law quite similar to ours , check out the Ontario Right to refuse Sunday work .

Not only has Nova Scotia adopted new rights to refuse Sunday work but our labour codes has also been updated for the better. More Vacation pay for employees with over 8 years of service.

  Full details 

Labour Standards Code Changes Nova Scotia

Labour Standards Code Old New
Right to Refuse Sunday Work There are no provisions for refusing Sunday Work Employees working in stores not currently open on Sunday have the right to refuse Sunday work. Employees working in stores currently open on Sunday do not (more)
Vacation Leave 2 weeks vacation per year, after 12 months of work, with the same employer 2 weeks increases to 3 weeks vacation after 8 years of work, with the same employer
Sick Leave There is no provision for sick leave 3 unpaid sick leave days per year to attend to a sick family member or medical appointments
Overtime 1 times the Minimum Wage, after 48 hours worked in a week 1 times the employee's regular wage, after 48 hours worked in a week

Minimum Wage Advisory Council Review was conducted by government and in consultation with stakeholders, yearly Committee of employers and employees appointed by Minister will review and report on Minimum Wage yearly.
Penalties Employers and employees from $100 - $1000 Corporation: Up to $25,000
Non-Corporation: Up to $5,000
Employee:Up to $2,500
Penalties can apply for every day the Code is violated
Reinstatement Not specified as a power of the Director. Clear that where appropriate, Director can reinstate
Compassionate Care Leave
NOT YET LAW
There are no provisions for Compassionate Care Leave 8-weeks' unpaid leave to care for a seriously ill family member (more)

Right to Refuse Sunday Work

The Details
  • Under the Sunday shopping legislation certain groups of retail workers are protected from having to work on Sunday.
  • All retail workers, currently working for businesses not open on Sunday will have the right to refuse Sunday work. This includes both present and future employees.
  • Employees working in stores not currently open on Sunday may choose to work any or all of the Sundays. An employee must give at least 7 days' notice if he/she decides not to work on a future Sunday shift.
  • Employees working in stores currently open on Sunday, do not have the right to refuse Sunday work.
Questions and Answers

Vacation Leave and Pay

The Details
  • Before the changes, employees were entitled to two weeks vacation per year, after 12 months of work.
  • In the new legislation, employees are entitled to two weeks vacation per year, after 12 months of work, and employees working for the same company longer than 8 years will receive three weeks vacation per year.

Sick Leave

The Details
  • Before the changes, there were no provisions in the Labour Standards Code permitting sick leave.
  • In the new legislation, employees are entitled to three days unpaid leave per year.
  • This leave can be used for medical, dental and other appointments during working hours. It can also be used if an employee's child, parent, or family member is sick.

Overtime

The Details
  • Before the changes employees were entitled to 1 times the minimum wage for each hour of overtime, over 48 hours worked in a week. (Ex. An employee earning $6.25 an hour is entitled $9.38 per hour in overtime for each hour worked over 48 hours.)
  • In the new legislation, employees are entitled to receive 1 times their regular wage for each hour worked, over 48 hours. (Ex. If an employee earns $10.00 per hour, he/she will receive $15.00 per hour, for every hour worked over 48 hours)

Minimum Wage Advisory Council

The Details
  • Before the changes, Minimum Wage Review was conducted by government, in consultation with stakeholders and other jurisdictions (provinces). This was done yearly.
  • The changes require formation of a "Minimum Wage Advisory Committee"
  • The committee will be composed of employee and employer representatives, appointed by the Minister.
  • The review will be conducted yearly and a report will be provided to the Minister.
  • The report will be published and provided to the public within 30 days of completion.
  • The Minister's response to the report will be made public.


Penalties Under the Code

The Details
  • Before the changes, penalties under the Labour Standards Code were between $100 and $1000 for employees and employers.
  • The changes would allow for the following penalties. These penalties can be imposed for each day the Code is violated.
    • Up to $25,000 for corporations
    • Up to $5,000 for non-corporations
    • Up to $2,500 for employees


Reinstatement of Employees

The Details
  • Before the changes, the Labour Standards Code did not specify that the Director has power to reinstate employees who are terminated unjustly.
  • The changes make it clear that the Director does have the authority to reinstate employees, where appropriate. (e.g. If terminated for refusing Sunday work, or terminated when returning from parental leave)

Compassionate Care Leave (Not Yet Law)

The Details
  • Employees employed for more than 3 months are able to take up to 8 weeks unpaid leave to care for a seriously ill family member, who has a high risk of dying within 26 weeks.
  • A family member is:
    • Spouse, common-law partner, or domestic partner of the employee
    • Child or parent of the employee
    • Child of the employee's spouse, common-law partner or domestic partner
    • Spouse or common-law partner of the parent of the employee (e.g. employee's step-mother)
  • Employees' jobs are protected while on this leave.
  • Employees have to provide a medical certificate from a medical professional saying that their family member fits the above description.
  • Employees can choose to maintain a benefit plan, offered by the employer, while on the leave.
Questions and Answers