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Saskatchewan: New Harassment Legislation, Effective January 1, 2022 January 05 2022

The Government of Saskatchewan has amended the Saskatchewan Employment Act to protect students, contract workers, and volunteers against harassment and sexual harassment within the workplace. The legislation will clarify that harassment includes any unwelcome action of a sexual nature.

Source: Government of Saskatchewan

To learn more: https://www.saskatchewan.ca/government/news-and-media/2021/december/20/amendments-to-the-saskatchewan-employment-act-come-into-force-january-1-2022

Manitoba – Government proposing changes to the Employment Standards Code December 16 2015

The Manitoba Government will be introducing proposed changes to the Employment Standards Code. These proposed changes would grant victims of domestic violence the right to a job-protected leave of absence.

The proposed legislation would provide victims of domestic violence:

  • Up to 10 days to use intermittently or in consecutive days within a 52 week period, as needed; and
  • An additional continuous period of leave of up to 17 weeks within a 52 week period.

This proposed change would also provide for leave for employees to deal with a long-term illness/injury, as well as extend the compassionate care leave for workers who need time off to care for a loved one.

We will provide updates as more information arises.

 

Manitoba – le gouvernement propose des modifications au Code des normes d'emploi

Le gouvernement du Manitoba apportera les modifications proposes au Code des normes d'emploi. Ces changements proposés accorderaient aux victimes de violence conjugale le droit à un congé avec protection d'emploi.

La législation proposée accorderait aux victimes de violence conjugale :

  • Jusqu'à 10 jours à utiliser par intermittence ou de manière consécutive par période de 52 semaines, au besoin; et
  • Une période de congé continue supplémentaire de jusqu'à 17 semaines par période de 52 semaines.

Cette modification proposée permettrait également aux employés de prendre congé pour faire face à une maladie ou une blessure à long terme, mais aussi de prolonger le congé de compassion pour les employés qui ont besoin de temps pour s'occuper d'un proche.

Nous vous fournirons des mises à jour au fur et à mesure que d’autres informations seront disponibles.

Recent Articles

Saskatchewan: New Harassment Legislation, Effective January 1, 2022 Posted on January 05, 2022

Manitoba – Government proposing changes to the Employment Standards Code Posted on December 16, 2015

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