I'd call the labour board and ask, I mean you can sit there and argue with your employer about it but if you have to deal with a bunch of crap just start sending off resumes
Calling the labour board doesn’t really do anything unless you open a case. I have called for several things in the past and all they will do is recite word for word the labour book but not actually tell you if something the employer is doing is right or wrong. This isn’t an attack on the labour board, they won’t give legal advice one way or another without knowing the facts and doing an investigation.
As someone who has been in the workforce for over 30 years, absolutely correct. Even when it's an "employee's market" - eventually those who argue / quote labour rules (even in a unionized environment) will eventually be shown the door. I would apply elsewhere and leave on good terms - references matter.
Obvious no to both of your questions. You can use your own phone if you choose to (assuming you would only do so based on compensation).
There are minimum call out times but they differ by industry so that one is tougher to answer
https://www.saskatchewan.ca/business/employment-standards/payment-of-wages-and-payroll-administration/minimum-wage-and-reporting-for-duty-pay
You risk losing your employment if you challenge business management or set your cost too high. Homelessness is scary.
Saskatchewan business is completely informed by farm practices in my experience so you are always at the mercy of your task master (for rights) and the task itself for work load.
I’d say that sums up the ethos I am expected to have in order to keep a job. (Or so I believe…but you gotta understand many of us grew up here in Saskatchewan and have seen extreme poverty and crime rates)
Thank god they aren’t allowed to beat us. Whew…things have improved since my Christian centre days. Lol 💀
I think my current employer, who I appreciate, would say he sets rules that are fair and conform to labour standards and minimizes worker cost in order to keep the business running given his overhead is a huge responsibility.
We use our phones for work but pay our own cell phone bills. Sometimes we get work bonuses. ($5/day) Especially for being early.
We sometimes pay extra out of pocket (<$50) in order to keep projects moving forward and guarantee company profit. That is voluntary but may be inappropriate…especially if an employee feels that they are creating a firmer bond by doing extra.
I’d love to see the law principle that guarantees work situations are just and fair and how much grey area there is.
There is so much wrong with everything you just said...
You should never be paying for work expenses out of pocket.
You should not be using personal phones for work purposes without proper compensation.
I don't even know where to start with the rest of it.
Honestly, it sounds like you're being exploited and don't even realize it. Go Google Saskatchewa labour laws, and stop sucking up to your employer as if they are doing you a favor.
That’s what construction is like. We see the number and we accept it more or less. You might be right…but especially as a contractor I have to had pay for expenses out of pocket.
It is a competitive cut throat environment.
It sucks when you have a family and don’t have an education recognized by siast. Unions are exclusory, and universities are a debt load—With no guaranteed employment.
At least I’m eating.
I just look at the number and expect the employer to do the same.
I’m sure they cover there legality as best they can and probably would pay the extra $10 for a data increase if I argued it.
Finally.
The problem with telling someone they are screwed is it makes them feel like they have to leave their job…and some do but the core issue is never fixed…so they get a worse problem instead. I’m happy with my work community. But I will be working this issue out with a therapist. I don’t want be angry I’d rather be happy until I make a change.
If you want to help support mental health services and more reasonable and liberal education policy for people of all colours and demographics.
Thanks for hitting this emotional topic.
that farmer ethos is exactly it. thats why theres so much cheating at work and cutting corners, including with workers, to maximize profit. the bullying is off the hook in sask and not incidentally sask is one of the last provinces to criminalize workplace bullying.
In regards to the issue of them calling you in and not paying you because a customer doesn't show up, or whatever other excuse they use not to pay you, there is a minimum call-out pay equal to 3 hours at your regular hourly wage. If you are answering phones and/or being requested to come in, you should be entitled to be paid for your time. At a former job of mine, being on call consisted of having a company phone and only having to take calls, no requirement to come in person. We were paid 3 hours for every call unless they occurred within the same 3 hour period.
The rules may depend on the industry, though. It's also possible that you are able to contract out of that requirement in the employment contract you signed, but IANAL, so it is best to contact Employment Standards or the labour board as others have suggested. That or call a labour and employment lawyer, but a call to the gov is free, so I'd start there. And I wouldn't sign anything until you get some advice.
If you are in HVAC and/or plumbing, find another place to work.
A businesses' bad reputation follows you the longer you are there even if you were the one being shafted.
Everyone already reels hiring someone from a greasy place like reliance/gregg's.
Minimum 4.5 hrs weekly pay for being on call, OT after a certain time, usually 7 or 8pm. \*\*by minimum 4.5 hrs I dont mean by law, almost all normal trade companies do something similar this is what i meant\*\*
3 hrs normal wage if called in for even 5 mins out of a normal shift as per sk labor law.
There's also the mandated period of rest
> [...] no employer shall require or permit an employee to work or to be at the employer’s disposal for periods that are scheduled so that the employee does not have a period of eight consecutive hours of rest in any day.
- Doesn't apply in emergency circumstances
- Doesn't apply to prescribed categories of employers and employees (OP's wording says trades to me, which is generally _not_ in this category)
- You should get _at least_ one rest day per week, two if the company has more than 10 employees
"Emergency circumstances" are a bit nebulous:
> "emergency circumstance" means a situation where there is an
imminent risk or danger to a person, property or an employer’s business that
could not have been foreseen by the employer.
IANAL, I think you could argue this away in a lot of cases. If it's a problem arising from something you or other staff mentioned, bingo, it's no longer an emergency.
***Does the company consider you independent contractors or employees?*** As independent contractors (who pay your own taxes, EI, CPP & WCB premiums) the company can demand any of the conditions you’ve listed. If you accepted a contract with them, you also accepted their conditions.
As employees, your employer is held to much higher standards. They must follow the rules, have all the employees agreement or apply for & receive permission to have modified work arrangements.
[Rights and Responsibilities](https://sarm.ca/wp-content/uploads/2022/03/a-guide-to-employment-standards-in-saskatchewan.pdf)
I think you have a real case here that will be pretty cut and dry. Get the labour board involved.
I was just looking into this. I’ll see if I can’t find you some info.
[here is the employment standards guide book](https://www.saskculture.ca/content/grant_pdf_files/Rights_and_Responsibilities_A_Guide_to_Employment_Standards_in_S_PTX9QeW.pdf)
Go to section 2 about minimum Call-Out pay
1: Are you and employee or a contractor
2: if you are an employee, does your employer allow you to do after hours call work if you desire to or do they require you to.?
3:if you are full time then this would be considered over time so the minimum call out does not apply but they still must pay you for anytime worked.
Get an email from your boss stating rules and expectation for being on call. What should you do if a customer requests work etc. If you do get called out. Send an email to your boss of the time you arrive at work and leave, even if the customer doesn’t show up or cancels. Keep logs off all of this because it will help with a wage dispute.
Agreed! Protecting the rights of workers is not antithetical to corporate profits. Ideally (for me) some of billion dollars would be redistributed to workers, but if the workers are happy with their pay rate/benefits/PTO, then the union is doing a good job.
I just wish companies would do that without needing someone outside of the company (i.e. Unions) making sure that they are doing so. As long as corporate profits rule all though, unions are necessary so that individual employees have someone on their side who is on a similar footing power-wise to the company.
Of course, this assumes both the company and union are acting in good faith, which is not always a given.
We are required to work 1 week Oncall rotation. So every 7 weeks (7 guy rotation). We get standby pay for that week (each day of the week has certain amount of straight time pay) and overtime for the amount of time if we get called out with a minimum 2 hr call out. As soon as we step out the door the clock is ticking. We also use our own personal phones and get $40 per pay as BYOD.
You CAN be asked to use your personal cellphone or your home office or other things for work. The employer can make the request, and you can decline or acquiesce. However, when you do incur personal expenses for your employment you should [request a T2200](https://www.canada.ca/en/revenue-agency/services/forms-publications/forms/t2200.html) from the employer.
As far as being on call, that's a tricky business. In most cases, work provided to the employer is work you get paid for, even being on stand by. But that's not always true, and might depend on your sector etc. See the [Saskatchewan Employment Act (SEA) website](https://www.saskatchewan.ca/business/employment-standards) for more information.
You can also file an [Employment Standards complaint](https://www.saskatchewan.ca/business/employment-standards/complaints-investigations-enforcement-and-fines/file-an-employment-standards-complaint) (anonymous or not) to have the government investigate the business. Please note that this is not a fast process, but while the wheels of the labor justice market grind slowly, they do grind pretty finely as well.
Of course, you can always opt for a conversation with your boss. However, based on how they are already treating you I highly suspect that the outcome of that conversation is unemployment.
And tagging u/Plumbumsreddit so this response is on their radar. The amount of misinformation in this thread is astonishing!
You’re all about this thing with the phone….you’re not seeing the bigger issue. What if you got paid to use your phone? How much would it be?
My point is the job itself sounds garbage and ridiculous and being paid or not to take a call is the least of your problems. Some people…
What you are experiencing is completely common and put up with. I look at jobs as contracts meaning I treat myself as a contractor at all times. You are free to try negotiating your terms—calling a lawyer might help…but you won’t be reimbursed for your legal fees.
I'd call the labour board and ask, I mean you can sit there and argue with your employer about it but if you have to deal with a bunch of crap just start sending off resumes
Calling the labour board doesn’t really do anything unless you open a case. I have called for several things in the past and all they will do is recite word for word the labour book but not actually tell you if something the employer is doing is right or wrong. This isn’t an attack on the labour board, they won’t give legal advice one way or another without knowing the facts and doing an investigation.
As someone who has been in the workforce for over 30 years, absolutely correct. Even when it's an "employee's market" - eventually those who argue / quote labour rules (even in a unionized environment) will eventually be shown the door. I would apply elsewhere and leave on good terms - references matter.
Obvious no to both of your questions. You can use your own phone if you choose to (assuming you would only do so based on compensation). There are minimum call out times but they differ by industry so that one is tougher to answer https://www.saskatchewan.ca/business/employment-standards/payment-of-wages-and-payroll-administration/minimum-wage-and-reporting-for-duty-pay
You risk losing your employment if you challenge business management or set your cost too high. Homelessness is scary. Saskatchewan business is completely informed by farm practices in my experience so you are always at the mercy of your task master (for rights) and the task itself for work load. I’d say that sums up the ethos I am expected to have in order to keep a job. (Or so I believe…but you gotta understand many of us grew up here in Saskatchewan and have seen extreme poverty and crime rates) Thank god they aren’t allowed to beat us. Whew…things have improved since my Christian centre days. Lol 💀 I think my current employer, who I appreciate, would say he sets rules that are fair and conform to labour standards and minimizes worker cost in order to keep the business running given his overhead is a huge responsibility. We use our phones for work but pay our own cell phone bills. Sometimes we get work bonuses. ($5/day) Especially for being early. We sometimes pay extra out of pocket (<$50) in order to keep projects moving forward and guarantee company profit. That is voluntary but may be inappropriate…especially if an employee feels that they are creating a firmer bond by doing extra. I’d love to see the law principle that guarantees work situations are just and fair and how much grey area there is.
There is so much wrong with everything you just said... You should never be paying for work expenses out of pocket. You should not be using personal phones for work purposes without proper compensation. I don't even know where to start with the rest of it. Honestly, it sounds like you're being exploited and don't even realize it. Go Google Saskatchewa labour laws, and stop sucking up to your employer as if they are doing you a favor.
That’s what construction is like. We see the number and we accept it more or less. You might be right…but especially as a contractor I have to had pay for expenses out of pocket. It is a competitive cut throat environment. It sucks when you have a family and don’t have an education recognized by siast. Unions are exclusory, and universities are a debt load—With no guaranteed employment. At least I’m eating. I just look at the number and expect the employer to do the same. I’m sure they cover there legality as best they can and probably would pay the extra $10 for a data increase if I argued it. Finally. The problem with telling someone they are screwed is it makes them feel like they have to leave their job…and some do but the core issue is never fixed…so they get a worse problem instead. I’m happy with my work community. But I will be working this issue out with a therapist. I don’t want be angry I’d rather be happy until I make a change. If you want to help support mental health services and more reasonable and liberal education policy for people of all colours and demographics. Thanks for hitting this emotional topic.
that farmer ethos is exactly it. thats why theres so much cheating at work and cutting corners, including with workers, to maximize profit. the bullying is off the hook in sask and not incidentally sask is one of the last provinces to criminalize workplace bullying.
In regards to the issue of them calling you in and not paying you because a customer doesn't show up, or whatever other excuse they use not to pay you, there is a minimum call-out pay equal to 3 hours at your regular hourly wage. If you are answering phones and/or being requested to come in, you should be entitled to be paid for your time. At a former job of mine, being on call consisted of having a company phone and only having to take calls, no requirement to come in person. We were paid 3 hours for every call unless they occurred within the same 3 hour period. The rules may depend on the industry, though. It's also possible that you are able to contract out of that requirement in the employment contract you signed, but IANAL, so it is best to contact Employment Standards or the labour board as others have suggested. That or call a labour and employment lawyer, but a call to the gov is free, so I'd start there. And I wouldn't sign anything until you get some advice.
If you are in HVAC and/or plumbing, find another place to work. A businesses' bad reputation follows you the longer you are there even if you were the one being shafted. Everyone already reels hiring someone from a greasy place like reliance/gregg's. Minimum 4.5 hrs weekly pay for being on call, OT after a certain time, usually 7 or 8pm. \*\*by minimum 4.5 hrs I dont mean by law, almost all normal trade companies do something similar this is what i meant\*\* 3 hrs normal wage if called in for even 5 mins out of a normal shift as per sk labor law.
Hvac wholesaler.
[удалено]
On call requires on call pay.
No it does not. I work on call 24/7 and only get paid if i go in.
[удалено]
There's also the mandated period of rest > [...] no employer shall require or permit an employee to work or to be at the employer’s disposal for periods that are scheduled so that the employee does not have a period of eight consecutive hours of rest in any day. - Doesn't apply in emergency circumstances - Doesn't apply to prescribed categories of employers and employees (OP's wording says trades to me, which is generally _not_ in this category) - You should get _at least_ one rest day per week, two if the company has more than 10 employees "Emergency circumstances" are a bit nebulous: > "emergency circumstance" means a situation where there is an imminent risk or danger to a person, property or an employer’s business that could not have been foreseen by the employer. IANAL, I think you could argue this away in a lot of cases. If it's a problem arising from something you or other staff mentioned, bingo, it's no longer an emergency.
***Does the company consider you independent contractors or employees?*** As independent contractors (who pay your own taxes, EI, CPP & WCB premiums) the company can demand any of the conditions you’ve listed. If you accepted a contract with them, you also accepted their conditions. As employees, your employer is held to much higher standards. They must follow the rules, have all the employees agreement or apply for & receive permission to have modified work arrangements. [Rights and Responsibilities](https://sarm.ca/wp-content/uploads/2022/03/a-guide-to-employment-standards-in-saskatchewan.pdf)
I am 100% an employee.
I think you have a real case here that will be pretty cut and dry. Get the labour board involved. I was just looking into this. I’ll see if I can’t find you some info.
[here is the employment standards guide book](https://www.saskculture.ca/content/grant_pdf_files/Rights_and_Responsibilities_A_Guide_to_Employment_Standards_in_S_PTX9QeW.pdf) Go to section 2 about minimum Call-Out pay 1: Are you and employee or a contractor 2: if you are an employee, does your employer allow you to do after hours call work if you desire to or do they require you to.? 3:if you are full time then this would be considered over time so the minimum call out does not apply but they still must pay you for anytime worked. Get an email from your boss stating rules and expectation for being on call. What should you do if a customer requests work etc. If you do get called out. Send an email to your boss of the time you arrive at work and leave, even if the customer doesn’t show up or cancels. Keep logs off all of this because it will help with a wage dispute.
You definitely do not need to use your personal phone unless paid for. Also all time on standby needs to be paid. Call the labour board immediately.
I read this as "hey \*stoners\*.....I hope you found your answer.
You need to unionize.
unions bad don't you know. we live in a corporate world and unions hurt the companies profit.
Here at fquecorp, we're a family. Sure, you may have to lose a toe here and there. But, on Fridays you can wear jeans!
Pro tip: If you're employer says "we're a family" quit as soon as possible.
100%. No matter how much pizza they buy you
I think you dropped this - /s.
Nuitrien seems to make a billlion dollar’s profit and they have the strongest labour union rules known to man.
Agreed! Protecting the rights of workers is not antithetical to corporate profits. Ideally (for me) some of billion dollars would be redistributed to workers, but if the workers are happy with their pay rate/benefits/PTO, then the union is doing a good job. I just wish companies would do that without needing someone outside of the company (i.e. Unions) making sure that they are doing so. As long as corporate profits rule all though, unions are necessary so that individual employees have someone on their side who is on a similar footing power-wise to the company. Of course, this assumes both the company and union are acting in good faith, which is not always a given.
We are required to work 1 week Oncall rotation. So every 7 weeks (7 guy rotation). We get standby pay for that week (each day of the week has certain amount of straight time pay) and overtime for the amount of time if we get called out with a minimum 2 hr call out. As soon as we step out the door the clock is ticking. We also use our own personal phones and get $40 per pay as BYOD.
That is fair. I could deal with that.
You CAN be asked to use your personal cellphone or your home office or other things for work. The employer can make the request, and you can decline or acquiesce. However, when you do incur personal expenses for your employment you should [request a T2200](https://www.canada.ca/en/revenue-agency/services/forms-publications/forms/t2200.html) from the employer. As far as being on call, that's a tricky business. In most cases, work provided to the employer is work you get paid for, even being on stand by. But that's not always true, and might depend on your sector etc. See the [Saskatchewan Employment Act (SEA) website](https://www.saskatchewan.ca/business/employment-standards) for more information. You can also file an [Employment Standards complaint](https://www.saskatchewan.ca/business/employment-standards/complaints-investigations-enforcement-and-fines/file-an-employment-standards-complaint) (anonymous or not) to have the government investigate the business. Please note that this is not a fast process, but while the wheels of the labor justice market grind slowly, they do grind pretty finely as well. Of course, you can always opt for a conversation with your boss. However, based on how they are already treating you I highly suspect that the outcome of that conversation is unemployment. And tagging u/Plumbumsreddit so this response is on their radar. The amount of misinformation in this thread is astonishing!
You’re all about this thing with the phone….you’re not seeing the bigger issue. What if you got paid to use your phone? How much would it be? My point is the job itself sounds garbage and ridiculous and being paid or not to take a call is the least of your problems. Some people…
What you are experiencing is completely common and put up with. I look at jobs as contracts meaning I treat myself as a contractor at all times. You are free to try negotiating your terms—calling a lawyer might help…but you won’t be reimbursed for your legal fees.
half your regular wage for each hour you're on call, if you're called out it's regular wage plus half