Recording workplace conversations can be a sensitive and complex topic in Canada. With increased awareness about employee rights, privacy and the need for documentation, many wonder whether it’s legal or ethical to record discussions in the workspace.
In this article, we’ll explore the rights of both employers and employees, how such recordings can either help or hinder situations and the guidelines around bringing a support person to employee performance meetings.
On December 4, 2024, the Saskatchewan Government introduced Bill 5, The Saskatchewan Employment Amendment Act 2024. The amendments were introduced to reduce the administrative burden for employers while protecting the rights of employees. The amendments, if passed, would come into force on proclamation.
Read on for an overview of the changes.
Workplace conflict refers to the disputes that arise between coworkers. Conflict is a natural human tendency, and can result in positive outcomes when people raise dissenting opinions in a fair and respectful way. When negative conflict becomes disruptive to your business or starts affecting other employees it can become a problem.
As the first compliance deadline for Canada's proactive Pay Equity Act has passed, federally regulated employers should be preparing to meet key obligations aimed at closing the gender wage gap. Passed in 2018 and enacted in August 2021, this legislation places the onus on employers to proactively assess and adjust pay practices at set intervals, ensuring that employees in roles commonly held by women receive equal pay for work of equal value. By requiring employers to regularly review their compensation systems, the Act represents a significant move toward lasting pay equity in the workplace.
The minimum wage in Saskatchewan will increase to $15 per hour on October 1st, 2024.
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