People looking for jobs are divided into two categories, the ones looking for a permanent job and others looking for employment on a temporary basis. Regardless of the kind of job you are looking for Toronto job agencies can help you in more ways than one. Often temporary workers are not fully aware of their employment rights. Employment agencies can guide them in this regard and also shed light on the concerned laws.
Rights of a Temporary Worker
People working through a temporary agency come under the purview of the Employment Standards Act similar to other workers. However, there are some exceptions. Information technology workers, people employed in 24-hour services, farm workers and superintendents however do not have the same kind of coverage under the law.
Signing a contract cannot take your rights away. If there is any clause in the contract that is illegal, then it’s your boss who is violating the law. An employee is entitled to the rights even if he/she signs a contract that is not legal. Therefore, it is necessary that employees read their contracts carefully and make a note of their dates and hours of work. This will help them to claim their wages if there is any issue with the employer.
Probation is nothing but a trial period that the company specifies to check if an employee is suitable for a job and vice versa. The duration of the probation period is determined by the employer and is not regulated by the law. If one’s employment is terminated after three months, then they might be entitled to termination pay even if the employer claims that they are still on probation.
What if You are Charged for Employment?
There are some job agencies that charge job seekers, primarily new immigrants searching for work. One should not pay these agencies.
Temporary workers should be paid the minimum wage for every hour of work. One needs to be aware of the minimum wages.
Payment in Cash
Your employer can make the payment in cash. But they need to give the employees a payslip. An employer making a payment in cash may refrain from providing a payslip.
Temporary employees are also entitled to public holidays. Often an agency may tell a temporary employee that they aren’t entitled to public holidays before they complete three months of employment. However, that is not legal.
An employer may discontinue the services of an employee after a period of three months. But they should provide the following:
- Unpaid vacation pay
- Unpaid wages, overtime if any
- Record of Employment
Many confuse severance pay with termination pay and vice versa but these are different. In order to be eligible for severance pay, one should at least work for a period of five years.
The ROE is a must for temporary employee and they should have it for every employment.