How to Work with Your Staffing Firm in a Changing World
Bill 148, the Fair Workplaces, Better Jobs Act, is introducing major changes to Ontario’s employment and labour laws. One aspect outlines new criteria under the equal pay portion of the legislation for casual, part-time, temporary, and seasonal employees who are doing substantially the same work requiring the same skill, effort, and responsibility, performed under similar working conditions in the same establishment as full-time/permanent employees, beginning April 1, 2018.
What’s changing and how will it affect your relationship and any arrangements you have in place with temporary staffing suppliers?
The updated Equal Pay for Equal Work legislation expands the definition to include:
- Casual, part-time, temporary, and seasonal employees.
- Temporary staffing agency employees (also known as assignment employees).
Employers must consider if these employees meet the criteria for equal pay, or whether any exemptions apply.
How to Prepare
In advance of these changes, you should examine your company’s pay matrix and job descriptions to ensure that they accurately reflect differences in the skill, effort, and responsibility needed for each position within your organization. It’s also a good idea to discuss this with your temporary staffing agency before the legislation comes into effect.
There are several exceptions to the new laws:
- A seniority or merit system is in place.
- Systems that measure earnings by quantity or quality of production.
- A comparable employee has had other jobs within the company that are at a higher pay rate.
- Other factors (sex and employment status will not qualify as an exception).
ABL Careers can help your company find the enthusiastic temporary-to-hire or long-term temporary office staff you need, including customer service representatives, data entry clerks, administrative assistance, and office managers. Contact us to get started!
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