Question 2 False representations during the hiring process were covered in Chapter 3 in the context of a common law decision. Name the case and briefly outline the facts. Question 3 Section 9 sets out the rules for hiring children. Briefly outline these rules as they appear in the Act. Question 4 In Part 2, the Act places certain limits and restrictions on recruitment agencies (i.e. the employer's agent). What are these rules? Question 5 Wages, Special Clothing and Records (ESA, Part 3) What does the Act say about minimum wages? Where are the monetary amounts of the minimum wages found? Question 6 How does the Act define "paydays"? When must employees be paid? What MUST an Employer pay on a payday? Question 7 What obligations does an Employer have with regard to wages owing at the time of an Employee's dismissal, resignation and retirement? Question 8 Briefly define what "special clothing" means under the Act. Briefly explain the BASIC rules an Employer must follow in relation to "special clothing" in Part 3 of the Act. Question 9 Hours of Work and Overtime (ESA, Part 4) Explain the Employer's meal break obligations under Part 4 of the Act. Is there a requirement to provide "coffee breaks" under the Act? I Question 10 Part 4 sets out the minimum pay requirements for Employees who are called in to work (Call in Pay Identify the minimum number of hours an Employee must be paid for in the following scenarios: An Employee is either NOT scheduled to work or scheduled to work up to eight hours, but only works 1.5 hrs before being sent home; An Employee is scheduled to work up to eight hours and works 3 hours, Question 10 Part 4 sets out the minimum pay requirements for Employees who are called in to work (Call in Pay Identify the minimum number of hours an Employee must be paid for in the following scenarios: An Employee is either NOT scheduled to work or scheduled to work up to eight hours, but only works 1.5 hrs before being sent home; An Employee is scheduled to work up to eight hours and works 3 hours; An Employee is scheduled to work MORE than eight hours, but only works 2.5 hrs before being sent home; Question 11 In order to avoid paying overtime the Act stipulates the arrangement of work hours with maximum hours of work and minimum hours of rest. What are the: Weekly and daily maximum number of hours that an Employee can work before an Employer incurs overtime where an averaging agreement does not exist? Each week of work must be separated by number of hours. An Employer must provide at least hrs free from work between shifts. Question 12 How does the Act describe the term "excessive hours"? Why is this an important addition to the Act? Question 13 When not subject to an averaging agreement, what are the pay rates for daily and weekly overtime under the Act? Question 14 Stat Holidays (ESA, Part 5) What are the statutory holidays recognized under the Act and what must an Employee do to qualify for either (a) a day off with pay; (b) an alternative day off with pay, or, (c) premium pay if they work the statutory holiday? Question 15 Leaves and Jury Duty (ESA, Part 6) Name the five basic types of leave (including jury duty) granted under the Act and describe VERY BRIEFLY what an Employee is entitled too (Describe only the primary cases, not the exceptions. DO NOT describe all of the procedure). Question 16 In relation to the above-mentioned leaves, what must an Employer NOT do when leave is requested? What MUST they do when the leave ends? Question 17 Annual Vacation (ESA, Part 7) In regard to annual vacation, an Employer must give an Employee at least: weeks of annual vacation after 12 months of employment, or a b. weeks of annual vacation after 5 years of employment. Question 18 Termination of Employment (ESA, Part 8) What is the minimum notice period in the following situations according to the Act... After 3 consecutive months of employment? After 12 consecutive months of employment? After 3 consecutive years of employment? After 4 consecutive years of employment? After 5 consecutive years of employment? After 8 consecutive years of employment? After 9 consecutive years of employment? Question 19 Is Common Law Notice the same as Statutory Notice (i.e. ESA minimum notice periods specified above)? Explain why or why not as best you can Question 20 We explored fixed term (or Definite Term) contracts earlier in the course and the implications about failing to end or renew such a contract upon its expiry. Explain how the Act addresses fixed or definite term contracts in Part 8 Question 21 Can an Employer provide working notice to an Employee who is away from the workplace on valid leave (including vacation) or medical leave? Question 2 False representations during the hiring process were covered in Chapter 3 in the context of a common law decision. Name the case and briefly outline the facts. Question 3 Section 9 sets out the rules for hiring children. Briefly outline these rules as they appear in the Act. Question 4 In Part 2, the Act places certain limits and restrictions on recruitment agencies (i.e. the employer's agent). What are these rules? Question 5 Wages, Special Clothing and Records (ESA, Part 3) What does the Act say about minimum wages? Where are the monetary amounts of the minimum wages found? Question 6 How does the Act define "paydays"? When must employees be paid? What MUST an Employer pay on a payday? Question 7 What obligations does an Employer have with regard to wages owing at the time of an Employee's dismissal, resignation and retirement? Question 8 Briefly define what "special clothing" means under the Act. Briefly explain the BASIC rules an Employer must follow in relation to "special clothing" in Part 3 of the Act. Question 9 Hours of Work and Overtime (ESA, Part 4) Explain the Employer's meal break obligations under Part 4 of the Act. Is there a requirement to provide "coffee breaks" under the Act? I Question 10 Part 4 sets out the minimum pay requirements for Employees who are called in to work (Call in Pay Identify the minimum number of hours an Employee must be paid for in the following scenarios: An Employee is either NOT scheduled to work or scheduled to work up to eight hours, but only works 1.5 hrs before being sent home; An Employee is scheduled to work up to eight hours and works 3 hours, Question 10 Part 4 sets out the minimum pay requirements for Employees who are called in to work (Call in Pay Identify the minimum number of hours an Employee must be paid for in the following scenarios: An Employee is either NOT scheduled to work or scheduled to work up to eight hours, but only works 1.5 hrs before being sent home; An Employee is scheduled to work up to eight hours and works 3 hours; An Employee is scheduled to work MORE than eight hours, but only works 2.5 hrs before being sent home; Question 11 In order to avoid paying overtime the Act stipulates the arrangement of work hours with maximum hours of work and minimum hours of rest. What are the: Weekly and daily maximum number of hours that an Employee can work before an Employer incurs overtime where an averaging agreement does not exist? Each week of work must be separated by number of hours. An Employer must provide at least hrs free from work between shifts. Question 12 How does the Act describe the term "excessive hours"? Why is this an important addition to the Act? Question 13 When not subject to an averaging agreement, what are the pay rates for daily and weekly overtime under the Act? Question 14 Stat Holidays (ESA, Part 5) What are the statutory holidays recognized under the Act and what must an Employee do to qualify for either (a) a day off with pay; (b) an alternative day off with pay, or, (c) premium pay if they work the statutory holiday? Question 15 Leaves and Jury Duty (ESA, Part 6) Name the five basic types of leave (including jury duty) granted under the Act and describe VERY BRIEFLY what an Employee is entitled too (Describe only the primary cases, not the exceptions. DO NOT describe all of the procedure). Question 16 In relation to the above-mentioned leaves, what must an Employer NOT do when leave is requested? What MUST they do when the leave ends? Question 17 Annual Vacation (ESA, Part 7) In regard to annual vacation, an Employer must give an Employee at least: weeks of annual vacation after 12 months of employment, or a b. weeks of annual vacation after 5 years of employment. Question 18 Termination of Employment (ESA, Part 8) What is the minimum notice period in the following situations according to the Act... After 3 consecutive months of employment? After 12 consecutive months of employment? After 3 consecutive years of employment? After 4 consecutive years of employment? After 5 consecutive years of employment? After 8 consecutive years of employment? After 9 consecutive years of employment? Question 19 Is Common Law Notice the same as Statutory Notice (i.e. ESA minimum notice periods specified above)? Explain why or why not as best you can Question 20 We explored fixed term (or Definite Term) contracts earlier in the course and the implications about failing to end or renew such a contract upon its expiry. Explain how the Act addresses fixed or definite term contracts in Part 8 Question 21 Can an Employer provide working notice to an Employee who is away from the workplace on valid leave (including vacation) or medical leave