About
ERI DisclaimerSaskatchewan - Compensation & Benefit Legislation
SASKATCHEWAN - AASHOWME
Demonstrates www.BenefitsReview.com™ site. Illustrates insurance carriers coverages within the Province.
SASKATCHEWAN - BEREAVEMENT LEAVE
The The Labour Standards Act provides that an employee who, after three continuous months of employment with an employer, experiences the death of a member of the employee's immediate family, is entitled to a leave of up to five working days without pay and without dismissal or discipline (s. 29.3). Immediate family is defined as spouse, parent, grand-parent, child, sister, or brother of an employee or the employee's spouse. Spouse includes common-law spouse and is defined as the wife or husband of an employee or a person with whom the employee cohabits as a spouse continuously for a period of at least two years or in a relationship of some permanence if they are the parents of a child. The leave must be taken within one week before and ending one week after the funeral.
It is important to note that if a business is sold, transferred, leased or otherwise disposed of, the affected employees are considered to have had continuous employment. As such, entitlement to bereavement leave is based upon an employee's length of service with the business, not with the current owner.
SASKATCHEWAN - COST-OF-LIVING
ERI's Relocation Assessor is a recommended source for U.S./Canadian cost-of-living and U.S. Automobile Cost Survey.
SASKATCHEWAN - GARNISHMENTS
Exemptions - $500 plus $100 for each dependent.
Maintenance and Support Payments - This type of notice binds all money over to the recipient.
Wage Assignment - An employee may assign a portion of his/her wages over for a variety of purposes.
SASKATCHEWAN - GROUP HEALTH CODE ADDITIONS
Eligibility - Every resident is required to register by the first day of the third month following establishing residency.
Waiting Period - If coming from outside Canada, eligibility is upon arrival. If coming from within Canada, there is a three month waiting period.
Premiums - There are no premiums.
SASKATCHEWAN - HOLIDAYS
New Year's, Good Friday, Victoria Day, Canada Day, Saskatchewan Day (1st Monday in August), Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day.
Holiday Pay: Time + 1/2 plus regular pay.
(Saskatchewan Labour Standards)
SASKATCHEWAN - JURY DUTY & WITNESS TIME OFF
No employee may be dismissed from employment by reason of being called for jury duty.
SASKATCHEWAN - LEAVES OF ABSENCE
Adoption Leave - 18 weeks of unpaid leave upon availability for adoption.
Bereavement Leave - 5 days of unpaid leave for death of immediate family member.
SASKATCHEWAN - MINIMUM AGE
Minimum age in Saskatchewan is 16. Prohibited is employment under the age of 16 during school hours or in educational institutions, hospitals, nursing homes, hotels, or restaurants.
SASKATCHEWAN - MINIMUM REMUNERATION
Minimum Remuneration: $6.00 per hour (effective January 1, 1999).
Minimum Daily Remuneration: 3 hours.
Overtime: Time + 1/2 over 8 hours of 40 hours per week.
(Saskatchewan Labour Standards)
SASKATCHEWAN - PARENTAL LEAVE
Maternity Leave: 18 weeks after 20 weeks of employment.
Parental Leave: 12 weeks after 20 weeks of employment.
(Saskatchewan Labour Standards)
SASKATCHEWAN - PENSION PLANS
Requirements for Membership - There are no legislative requirements.
Vesting - A plan member need have only one year of service or plan membership for full vesting. Alternatively, if the employees age and years of service equal 45 or more he/she may be fully vested.
Minimum Employer Contribution - The employees contribution plus interest cannot be used to offset more than 50% of the value of the pension.
Interest on Member Contributions - Prescribed minimum interest rates are established each year.
Normal Retirement - Normal retirement is determined by the plan.
Early Retirement - There is no specific legislative requirement.
Survivor Benefits - The commuted value of a death benefit for a deceased active employee may be no less than the contributions, including interest, made by the employee.
A retiring employee with a spouse must take a joint and surviving benefit which pays at least 50% to the surviving spouse.
Portability - There is no legislative requirement for the transfer of pension rights upon termination.
SASKATCHEWAN - PREVAILING WAGE/IMMIGRANT PAY
Neither Canada nor any of the provinces has "prevailing wage" regulations that relate to foreign workers. There is a policy in place regarding immigrants that ensures that employers first consider Canadian citizens, as well as permanent residents, and that the entry of foreign workers will not adversely affect employment or career opportunities for Canadian citizens and permanent residents. In general, the offer of employment to a foreign worker requires validation by a Human Resources Canada Centre (HRCC), except when a foreign worker is exempt through an international agreement or falls under one of the exemption categories (wages and working conditions, the employer's efforts to consider Canadian citizens as well as permanent residents, etc.). These cases must be examined by a Human Resources and Development Canada (HRDC) officer in order to grant a validation of an offer of employment. Canada does not have any salary scale established, but rather the officers consider the experience of the worker, the education, and the job market situation, unions, and job advertisements to determine whether that the pay is "acceptable Canadian wages". For more information on hiring foreign workers, refer to the Human Resources and Development Canada's web site http://www.hrdc-drhc.gc.ca/hrib/lmd-dmt/fw-te/common/a.shtml, as well as the Citizenship and Immigration Canada's web site http://www.cic.gc.ca/english/about/faq/ask%2D16e.html. These two federal departments are responsible for this policy. The former is responsible for the validation of the offer of employment; the latter is responsible for the employment authorization.
SASKATCHEWAN - REMUNERATION
ERI's Relocation Assessor™ is a recommended source for U.S./Canadian wages & salaries (covering 3,000 positions).
SASKATCHEWAN - TERMINATION & SEVERANCE PAY
Notice of Termination by Employer: 1 week after 3 months; 2 weeks after 1 year; 4 weeks after 3 years; 6 weeks after 5 years; 8 weeks after 10 or more years.
Vacation Pay Upon Termination: 3/52 of annual earnings; 4/52 of annual earnings after 10 years.
(Saskatchewan Labour Standards)
Payment Required: Within 14 days after the date of termination.
SASKATCHEWAN - UNEMPLOYMENT TAX
See Canadian Federal Unemployment Insurance
SASKATCHEWAN - VACATION PAY
3 weeks; after 10 years, 4 weeks.
(Saskatchewan Labour Standards)
SASKATCHEWAN - VOTING TIME OFF
Time Allowed: Period to allow three consecutive hours until close of poll.
Penalties for violation: Fine not less than $100 and not more than $500.
Authority: The Elections Act, R.C.. 1978, c. E-6, s. 64.
SASKATCHEWAN - WORKERS' COMPENSATION
Maximum Assessable Earnings - $48,000.
Waiting Periods -
Pay for day of injury - no.
Compensation for day of injury - no.
Compensation payable day after injury - yes.
Waiting Period - no.
Weekly Benefits for Temporary Disability - 90% of net earnings.
Monthly Permanent Disability - A lump sum payment ranging from $1,100 to $22,600
plus 90% of average earnings.
Administration: Workers' Compensation Board, 1881 Scarth Street #200, Regina, Saskatchewan S4P 4L1
(Saskatchewan Labour Standards)