Can an employer force an employee to pay for a mistake?
No, employers cannot charge employees for mistakes, shortages, or damages. Only if you agree (in writing) that your employer can deduct from your pay for the mistake. Your employer cannot deduct from your wages to pay for mistakes.
Can a employer force an employee to accept pay by direct deposit?
In British Columbia, direct deposit is also permissible if it is provided for in a collective agreement between the employer and the employee’s union. In Ontario, until 2000, the Employment Standards Act did not allow an employer to require an employee to be paid by direct deposit.
Can a employer make an employee pay for something?
(And before you think about it, the feds have, too: Making an employee reimburse the employer for the cost is the same as automatically deducting it from a paycheck.)
Can a company make an employee pay for negligence?
Ordinary negligence, though, isn’t enough; the risk of loss is part of the employer’s cost of doing business. (Employers can still discipline an employee for such losses, but that can’t include deducting the loss amount from the employee’s paycheck.)
Can a company make an employee pay for a loss?
The only rule there is the standard one: Deductions from an employee’s pay can’t reduce the employee’s pay to the point that the employee was paid below the minimum wage rate for the week. (Of course, this doesn’t prevent an employer from spreading the cost of loss across multiple weeks.)
How does the employer pay for personal protective equipment?
Employees are issued the equipment by the employer and the employee pays for the equipment by deposit, payroll deduction, otherwise or through a combination of payment arrangements with the agreement that the equipment then belongs to the employee.
(And before you think about it, the feds have, too: Making an employee reimburse the employer for the cost is the same as automatically deducting it from a paycheck.)
Do you have to pay for employee uniforms and equipment?
A: Employers are prohibited from making deductions from exempt employees’ salaries for uniforms, tools, and equipment. If these deductions are made or employees are required to incur these costs without reimbursement, it may result in the loss of the overtime exemption. Q: An employee resigned and has failed to return company equipment.
Can a company charge an employee for PPE?
Employers cannot force employees to purchase PPE that must be provided at no cost by the employer. Question #4: Are employers allowed to charge employees for protective equipment via payroll deduction or otherwise, if the employee fails to return employer issued PPE upon termination of employment?