工作中受到不平等的待遇的话题!

[wksw]

(I know it's not easy for someone to read English, but it's worth)


Ten Common Misconceptions About Being Fired
by Howard A. Levitt and Marsha M. Lindsay

Being fired is never easy on an employee. Regrettably, many who lose their jobs make their situation worse by not knowing or finding out about their legal rights.

Canadian courts have become more pro-employee in recent years, which is all the more reason for employees to learn more about suing for wrongful dismissal. Most have good cases.

Here are ten myths which we think employees need to avoid buying into:
1. My employer can fire me "at will": Firing employees on the spot and without notice is an American concept which does not apply in Canada. Unless they have cause, which is a high hurdle, Canadian companies must give employees reasonable severance pay, which is measured in months, even years, not weeks.

2. I cannot afford to hire a lawyer: Quite the opposite is true. Most employees cannot afford not to get legal advice. Wrongful dismissal cases are common these days, so most employees, at whatever level, obtain advice after being fired. Most lawyers, if presented with a good case, will agree to bill the dismissed employee at the end out of the settlement.

3. There is no option but to accept fundamental changes to my job: If the company makes substantial changes to your duties or to how you are paid, you may have a claim for constructive dismissal. This means you could resign if you disagree and sue for wrongful dismissal damages.

4. I'm entitled to a month of notice per year of service: There are no hard and fast rules about how much notice employees must receive. Some short service employees get more than a month per year, while other, especially long service employees, will get less. Wrongful dismissal cases depend on their facts, so it's worth getting expert advice.

5. The company has alleged cause, so I have no right to damages: Cause has become increasingly harder to prove. Employers often allege cause to avoid paying severance. If the allegations are unfounded, your claim is actually stronger, since the courts frown on this so-called bad faith manner of termination, and award even more severance pay to punish the employer.

6. I've signed an employment contract so cannot sue: A contract limiting what you can sue for is not an automatic bar to a lawsuit. Numerous legal defences are available, so a skillful lawyer can often successfully challenge the contract's validity, and the court will award damages as though the contract was never signed.

7. I have no claim since I've received the employment standards payout: Statutory termination and severance pay are minimum legal requirements, setting the floor but not the ceiling. Employees often mistakenly think the employment standards payout is a cap to their damages claim, but the value is virtually always much greater.

8. I was fired within the first three months, so I won't get anything if I sue: Employees are not automatically on probation, and they need to agree to this when signing on to take the job. Even if probation is agreed to, the company will still need cause to fire you unless there is a contract specifically limiting severance.

9. Starting a wrongful dismissal claim is difficult: Any lawyer with a specialty in employment law can file a lawsuit with relative ease. Recent changes to the court rules have streamlined the way that courts handle these cases, so quicker results are now common.

10. Employers deliberately drag out legal actions to squeeze employees: It's rare these days for a company to prolong a case regardless of the merits. Employers will be punished by the courts, and employees will be rewarded, if unfounded cases are taken to trial and the employer is seen to have deliberately delayed the employee's recovery.

[wwwnet]

作者: 就是那猪

TRAINNING TIME 和PROBATION 有啥区别？

PROBATION 试用期,前面几个月.
TRAINNING TIME 培训期,任何时候.

[ipc]

作者: 深海老鱼

大岭补充的很好!只要有来源依据我们就要接受!
关于holiday pay的问题我们大家讨论一下. 看了大岭同志提供的holiday pay 的信息, 我也同意大岭的理解. 这个可能是政府近期的新规定. 所以最近准备工作或刚刚工作不够三个月的朋友们,你们可以把这个信息提供给你们的雇主看看. 争取你们自己应有的利益.

请看：
http://www.chinasmile.net/forums/sho...t=51792&page=2

[深海老鱼]

作者: 忍着

请看：
http://www.chinasmile.net/forums/sho...t=51792&page=2

没有工作时间长短的限制?比如说必须工作三个月后才有hoilday pay. 我也看了劳工部的网站也说可以有hoilday pay,但没有亲自经历过.

[ipc]

作者: 深海老鱼

没有工作时间长短的限制?比如说必须工作三个月后才有hoilday pay. 我也看了劳工部的网站也说可以有hoilday pay,但没有亲自经历过.

经大岭提醒，并至电劳工部证实，我把VICTORIA DAY和CANADA DAY（本来没给）的钱给要回来了，我是4月底参加工作的。HOLIDAY PAY的计算公式如下：
HOLIDAY前4周的工作天数 / 20 *一天的REGULAR PAY
也就是说HOLIDAY前工作了20天（远不用三个月）就可以拿到全天的HOLIDAY PAY。工作了1天，也能拿到1/20的HOLIDAY PAY，2天就是2/20的HOLIDAY PAY，以此类推。

[大岭]

很好, 你的例子可以鼓励大家多争取. (我不说恭喜, 因为不值得多么高兴, 只是受欺负后争取到一点点权益而已.) 谢谢分享经验.

[深海老鱼]

谢谢你忍着你这次做的很好!支持你!也给我们华枫的广大网友做了榜样.

[ipc]

作者: 大岭

很好, 你的例子可以鼓励大家多争取. (我不说恭喜, 因为不值得多么高兴, 只是受欺负后争取到一点点权益而已.) 谢谢分享经验.

在人生地不熟的地方，确实需要象你，老鱼，滴水成冰等这样的业余普法工作者，为象我这样的法盲指引方向。谢谢。

[cristoph]

作者: 细胞

话又说回来，许多事情，理论上行得通，实际上是很难做到的，除非你不想在那家公司干了。而且和公司打官司，即使打赢了， 其他公司也会对你敬而远之， 很多时候是得不偿失。从我的观察来看，多数人都是忍气吞声，不管是本地人还是移民，都是这样。

这儿连这么多公司和本地人都在违法

[cristoph]

这儿的公司和人守法意识也这么差吗？

[linneu]

谢谢大侠们提供HOLIDAY PAY & VACATION PAY 的信息.请问什么是HOLIDAY PAY & VACATION PAY ? VACATION PAY 是不是指带薪休假? 如果带薪休假了, 还能有 VACATION PAY吗? 别笑我太贪了.

[深海老鱼]

作者: linneu

谢谢大侠们提供HOLIDAY PAY & VACATION PAY 的信息.请问什么是HOLIDAY PAY & VACATION PAY ? VACATION PAY 是不是指带薪休假? 如果带薪休假了, 还能有 VACATION PAY吗? 别笑我太贪了.

http://www.gov.on.ca/LAB/english/es/..._vacation.html
http://www.gov.on.ca/LAB/english/es/...fs_public.html

[millermin]

“雇佣手续”英文怎么说？如没有办理雇佣手续，是不是非法工作，以后就没有ei拿。

[深海老鱼]

作者: millermin

“雇佣手续”英文怎么说？如没有办理雇佣手续，是不是非法工作，以后就没有ei拿。

有没有工资单? 有就够了.

[深海老鱼]

MCGUINTY GOVERNMENT RAISES MINIMUM WAGE, HELPS LOWEST-PAID WORKERS
Minimum Wage Increases To $7.45 February 1, 2005
http://www.gov.on.ca/LAB/english/news/2005/05-01.html

[深海老鱼]

Hours of Work and Averaging Hours
今年三月起生效的安省新的劳工法: 雇主让雇员工作48小时一周必须争得雇员同意.


http://www.gov.on.ca/LAB/english/es/hours/index.html
As of March 1, 2005, if an employer wants an employee to work more than 48 hours a week, the employer must:

Give non-unionized employees a copy of the handout: Information for Employees About Hours of Work and Overtime Pay.
Obtain written agreement from the employee, or the union if the workplace is unionized.
Receive an approval from the Director of Employment Standards.
The first two requirements also apply if an employer wants an employee to work excess daily hours.

In order to average an employee's hours of work for overtime pay purposes, the employer must obtain written agreement from the employee or union and receive an approval from the Director of Employment Standards.

If the Director has not made a decision on an application within 30 days, a limited number of excess weekly hours can be worked, and averaging hours over a period of two weeks may begin, if certain conditions are met.

Applications can be submitted by fax, verifiable mail, in person or electronically.

[深海老鱼]

Family Medical Leave
What is Family Medical leave?
Family Medical leave is unpaid, job-protected leave of up to eight (8) weeks in a 26-week period
http://www.gov.on.ca/LAB/english/es/...ts/fs_fml.html

[深海老鱼]

What You Should Know About The Ontario Employment Standards Act
中文版本!

http://www.gov.on.ca/LAB/other/chine...ese_poster.pdf

http://www.gov.on.ca/LAB/other/chinese/br_rights.pdf
http://www.gov.on.ca/LAB/other/chinese/br_leaves.pdf
http://www.gov.on.ca/LAB/other/chinese/br_claim.pdf
http://www.gov.on.ca/LAB/other/chine...protecting.pdf
http://www.gov.on.ca/LAB/other/chine...rs_chinese.pdf
英文版本!

http://www.gov.on.ca/LAB/english/es/es_pubs.html

[深海老鱼]

http://www.gov.on.ca/LAB/english/news/2004/04-125b.html
HOLIDAY SEASON HAS THREE PUBLIC HOLIDAYS UNDER
EMPLOYMENT STANDARDS ACT, 2000

[阿童木]

在加拿大工作 工资被拖欠该怎么办？

如果用人单位无故拖欠你的应得薪水，你可以就近和劳工部设在当地的办事机构联系。安大略省的咨询电话为：1-800-531-5551 (免费) ，多伦多的咨询电话为: 416-326-7160

劳工部咨询专家提醒您，如果觉得自己的正当权益受到了侵害，首先你可以和自己的雇主进行交涉。无论面谈也好或是以书面的形式详细说明事情纠纷的来龙去脉，并给出你所期望的解决方式。交给雇主的信最好自己留一份底稿，如果是用挂号信的方式寄出的，那么应该将挂号信的凭单保存下来。

但是并不是所有的问题都能够通过和老板协商解决，在上述方法行不通时，你就应当积极主动地和劳工部门联系，亲自上门或电话联系将问题及时反映以得到尽早的解决。你可以到劳工部设在当地的办事机构要求处理调解纠纷或提出投诉要求自己的权益得到保证。如果一些具体的事项你不知该如何去做，劳工部也会给你提供帮助。任何怀疑自己的雇主违反了有关法律而是自己的合法权益受到侵害的员工都可以向劳工部提出投诉要求主张自己的权利。这里为您提供更多关于主张自己权利的投诉书的信息。

一旦你的投诉书递交备案后，劳工部会将案例分配给有关官员进行调查。一般来说，劳工部比较主张在他们展开正式调查前由用人单位自行和雇员调节协商解决纠纷。如果问题不能得到有效解决，劳工部将正式提请开展调查。在整个过程中，他们将采取电话调查或面谈的方式对雇主和雇员进行全面的调查以搜取有效证据。当调查工作结束后，调查官员将就搜集到的证据对整件纠纷作以客观公正的评判并给出书面报告。如果报告认定雇主有侵权行为，劳工部将提出解决方案由用人单位执行，这也算是给用人单位一个补救的机会。但是如果用人单位拒不执行或没有能力执行，劳工部将采取一定的强制执行手段以确保雇工的合法权益。 有了政府部门的干预协调，一般来说这些纠纷都会很快解决。但是如果有些用人单位采取不合作的态度，那就会对事件的解决带来一定的难度，而解决问题的速度也就没有那么快了。



去劳工部投诉的大致流程

安省劳工厅就业中心的电话为(416)314-5393
地址
2275 Midland Ave Unit 1
Scarborough, On
M1P 3E7
Fax: 416-314-5410
Toll free: 1800-531-5551


---到那以后在前台登记，简单填一个表，主要是了解一下你的雇主情况和你来的目的。然后就等有人会叫你进到一个房间，问你详细的情况。这就需要你尽可能的题空你的雇主信息，包括“公司名称，电话，地址，规模等等”。还有你的自然信息，在这个公司工作了多长时间，有没有什么可以证明你的工作时间。你的问题，要求是什么，总之你要详细的表达你的要求。

你需提供的内容：
1。 公司名称，地点，邮编， 电话， 总经理或老板的名字。
2。 你工作的起始时间。原定工资（证据), 实得工资，赢得工资。
3。 负责你案子的人会问为什莫回发生这事。当中有无你的责任。但不要太罗索。问什么，答什么。他会给你个结论。
4。记住劳工部是替劳工说话的。

有可能问你一旦需要证人，你的同事会不会为你作证。不过没有也没关系。然后会给你一些相关法规及问题解答的资料，以及一张名片（是一张大纸）。告诉你回去拿这张名片和雇主谈，如果解决不了，给他（劳工部接待你的人）打电话，他会和你的雇主谈，一般合理的要求都可以解决的。




--我曾经在安省劳工部工作过一段时间，做EMPLOYMENT STANDARDS OFFICER，专门处理投诉，如果你有问题，我可以为你解答。安省一共有25个DISTRICT OFFICE，你可以到雇主所在地的办公室投诉，也可以到你住地附近的办公室投诉，你的FILE将会由MINISTRY转到雇主所在地的办公室处理。通常你必须亲自去，同时带上所有你认为有用的材料。这其中最常见的是：PAYROLL，T4，ROE，LETTERS FROM EMPLOYER，等等。另外我们经常要求的材料还包括工时记录，如果你有保留的话。安省劳工法EMPLOYMENT STANDARDS ACT 2000规定，举证的责任通常在雇主一方（有少数例外，如CONSTRUCTIVE DISMISSAL）。但这并不意味着你的材料没有价值。接待你的INTAKE OFFICER将会详细听取你的投诉，复印你的材料并将你的原件归还你，当需要时指导你如何填写投诉表，投诉表则是你保留复印件。之后你将会收到一封信，告诉你收到你的投诉，你的案子将交给EMPLOYMENT STANDARDS OFFICER处理，将会在一定时间初步处理（曾经是140天）。

由于大量CASE积压，现在处理的速度不快。不过也有例外。通常较小数额的CASE及事实清楚的CASE容易一些。我处理的CASE中，最快的当天就得到解决，3天后投诉人就拿到了支票。较难的CASE通常费时很多。

处理的过程有简单的，有复杂的。EMPLOYMENT STANDARDS OFFICER将依据安省劳工法及其REGULATIONS，对案子进行调查，收集各种证据，包括在必要时召集双方当事人（及代表律师）出席调查会，等等，并在次基础上作出决定：或者解散投诉（即投诉不成立），并书面向投诉人作出解释；或者判决被投诉人败诉，并支付由OFFICER决定的款项，并执行其余相关判决。双方之中任何一方如有异议，可在特定时间内向安省劳工关系委员会上诉（ONTARIO LABOUR RELAIONS BOARD）。

关于破产，工资应当优先支付，但是每人在￥10，000以下。在特定条件下，公司的DIRECTORS将被判为未付工资承担责任。

注意：1。投诉于劳工部，即自动放弃上法庭的权利。反之亦然。（投诉2周内可撤诉，并保留上法庭的权利）。而劳工法保护的金额较少，通常在￥10，000以下，而且除去少数情况（如雇主报复等），并无惩罚性款项。因此你要权衡走那条路更合适。
2。追讨欠薪是有时效的，通常为6个月（特定时可以增为12个月）。因此要及早投诉。
3。保留并提供一切有关EMPLOYMENT的材料。