内容

安省提高最低工资计划的其他政策弊端(三)
How other aspects of minimum wage affect Ontario employers (III)

 
 
 
编者按: Bob Mok先生在本篇安省最低工资增长立法所造成的影响的系列专栏文章中,继续探讨该立法将对安大略省雇主造成的损害。如想阅读上一篇文章,请点击这里:http://chinesenewsgroup.com/news/662220
Editor's Note: In his third article in a column series on the implication of Ontario minimum wage increase legislation, Bob Mok continues to explore other aspects of the proposed legislation that will take a toll on Ontario employers. For the previous article, click here: http://chinesenewsgroup.com/news/662220
 
我专门去浏览了省政府的网站。网站中列出了比媒体报道更详细的立法细节。该立法的其他改革建议一旦实行,就会像定时炸弹一样伤害雇主。

I have looked into the provincial government's web site and listing more details of the proposed legislation than what any typical newspaper has provided. These other reform proposals will act like time bombs to employers once implemented.

 
1)如果没有在48小时前通知员工取消轮班, 雇主就必须向员工支付三个小时的工资。
1) Employers would be required to pay three hours of wages to an employee whose shift is cancelled with less than 48 hours notice.

 
由于各种自己无法控制的原因,雇主时常会面对停业问题。这些原因可能包括:缺乏库存,客户要求延期供货,原料供应中断或突然发生的停水、停电、停气事件。在这些情况下,雇主有必要取消轮班工人的工作,重新安排上岗时间。但这项新规定将取消了雇主安排工作的灵活性,增加了生意的营运成本。

From time to time, employers are faced with business interruptions that may be out of their control. These can be one of the following: A lack of inventory, a delay in shipments requested by the client, a disruption in material supplies or disruption in utility services without warning. Under these circumstances, it is necessary to cancel work shifts and reschedule them. This new legislation will remove the flexibility from the employers and adding operational running costs to the business.

    
2)如果雇主没有在4天前给员工的轮班通知,员工可以不必担心被炒鱿鱼,拒绝轮班。
2) Employees would be able to refuse shifts without repercussion if given less than four days notice.
 

这种改革剥夺雇主增加或重新安排轮班工人的可能性,给雇主造成不便。当客户需要在短时间内多出货时,雇主必须安排加班。此外,随着个人紧急休假日的实施,雇主可能必须改变其他员工的轮班时间以填补岗位。目前,雇主总是可以与员工协商来解决加班的问题。但是,新法实施后,如果雇主不提前四天通知,雇员就可以拒绝轮班。

This reform works against the employers by taking away their ability to add or reschedule shifts. When a client wants extra shipments of goods in short order, shifts will have to be added. Also, with the implementation of the Personal Emergency Leave days, employers may have to switch shifts on other employees to fill the positions. Currently, there is always a certain amount of give and take on both sides to make ends meet. In future, employees can simply refuse shifts if given less than four days notice.
 
 
3)如果一个员工每天正常工作时间为三小时以上,即使有一天员工工作没有超过三个小时,雇主也必须按照正常小时工资支付该员工三小时的工资。
3) Employees who regularly work more than three hours per day, but upon reporting to work are given less than three hours, must be paid three hours at their regular rate of pay.

 
这意味着雇主不能减少任何正常工作时间超过三小时员工的工作时间。对于这些员工,没有干满三小时也必须支付三小时的工资。如果有一天雇主发现生意不好,打算取消整天的营业,该雇主仍然要支付每个雇员至少三个小时的工资。

This means that employers cannot cut the hours of any employee whose shift is normally more than three hours without paying for at least three hours of work. If business is very slow at a retail store and the employer wants to close up shop for the day after opening, a minimum of three hours of wages must be paid to every employee.

 
4)雇主不得将员工作为“独立合同工”对待。
4) Employers would be prohibited from misclassifying employees as "independent contractors."
 

对于合同工,雇主不必对其开工资单,扣缴所得税,分摊合同工的养老金,就业保险金等。而作为自雇的“合同工”可以扣除一切合理的工作费用。根据新的改革条款,“合同工”无权享受假期和其他好处。

As an employer of an independent contractor, you don’t have to do payroll, which involves withholding income tax, pay the employer's share of CPP/QPP, Employment Insurance (EI), etc. An “independent contractor” as a self-employed person can deduct all reasonable business expenses. However, an “independent contractor” will not be entitled to holidays and many other benefits proposed by the reforms.

 
为了省钱,许多雇主一直在“雇用”合同工。雇主不必担心支付员工的各种福利。在许多情况下,企业还将通过裁员或让员工退休,然后再把他们以“合同工”的方式返聘回来,从而谋取更多的利润。安大略省政府希望堵住这一漏洞。

Many employers have been “hiring” employees as independent contractors to save money while depriving workers of benefits entitled to them. Under many circumstances, corporations will also decrease their payroll through staff layoff or retirement and then rehiring the same people back as “independent contractors” to balance their financial books. The Ontario Government wants to close all of these loop holes.

 
5)如果员工的家庭出现孩子意外死亡,新政策将允许员工请假104周(2年)。如果孩子是因为有人犯罪而失踪,员工也可以请假104周。
5) There is a new, separate leave for child death from any cause for a period of up to 104 weeks (2 years). Another leave for crime-related child disappearance of up to 104 weeks is also proposed.

 
这些新假期规定的目的是让不幸的员工花时间处理死亡或失踪的丧亲之痛,减轻他们的精神负担。但这一新规定迫使雇主在找替工时面临新的挑战。

These new leave provisions allow unfortunate employees to take time away and deal with bereavement of child death or disappearance and relieve emotional harm to them. Once again, the employer will be put into a position to find replacements for these occasions not previously allowed. 

 
6)将家庭医疗假期增加到每半年的8周,52周内可以达到27周。
6) An increased Family Medical Leave from up to 8 weeks in a 26-week period to up to 27 weeks in a 52-week period.
 
 
现行法规已经允许家庭医疗假期,但新法规将延长休假的时间。因此,雇主必须准备现有员工在休更长的假期时如何确保正常运作。
Another extension of existing leave allowed under current legislation. Employers will have to prepare to lose services from existing employees for a much longer period of time than previously practised.

 
下一次,我们将进一步探讨打算实施的劳资改革的其他几个条款,以及政府将如何增加官僚机构来执行这些改革。
Next time, we will further examine remaining items on the proposed labour reforms and how the government will build a bureaucracy to handle them.
 
 

我们鼓励所有读者在我们的文章和博客上分享意见。We are committed to maintaining a lively but civil forum for discussion, so we ask you to avoid personal attacks, and please keep your comments relevant and respectful. Visit the FAQ page for more information.