Share on LinkedInShare on LinkedIn

ARTICLE · 27 MAY 2008

What Every Employer Needs To Know About Overtime

Stikeman Elliott LLP
Explore more from Stikeman Elliott LLP

With the recent high-profile class action lawsuits launched against many employers claiming over $600 million in unpaid overtime, it is important for all employers to review their policies and ensure they are meeting their overtime pay obligations.

CanadaEmployment and HR
Stikeman Elliott LLP
Stikeman Elliott LLP
Author LinkedIn connections

With the recent high-profile class action lawsuits launched against many employers claiming over $600 million in unpaid overtime, it is important for all employers to review their policies and ensure they are meeting their overtime pay obligations. Below is a summary of some of the key facts employers who employ employees in Ontario should know about overtime.  Even though this article highlights the issues in Ontario, there is similar legislation in other jurisdictions.

Which Employees Qualify For Overtime?

The main issue regarding overtime is determining which employees are actually entitled to overtime pay. The most common error employers make is incorrectly excluding employees who are eligible. The manner in which the employee is paid (i.e. salary or hourly) is not relevant to such a determination. In general, most employees are covered by the overtime pay provisions in the Employment Standards

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP
Article

Unsubstantiated Findings In Workplace Investigations: What To Do When You Can’t Decide

When workplace investigators face difficult decisions, many default to marking allegations as "unsubstantiated" to avoid risk. However, this seemingly safe approach carries significant organizational costs, undermines complainant trust, and often stems from insufficient training in credibility assessment and the balance of probabilities standard.
CanadaEmployment and HR
RT Workplace Training & Consulting Inc.
RT Workplace Training & Consulting Inc.
Article

Silva v. Royal Bank Of Canada: A Cautionary Tale About Terminating For Cause

A financial planner's wrongful dismissal case against RBC resulted in over $2.5 million in damages after the bank filed an inaccurate termination notice that destroyed her career prospects. The Ontario Superior Court found the bank's conduct vindictive and its allegations of cause unproven, raising critical questions about employer obligations when reporting terminations in the investment industry.
CanadaEmployment and HR
Affleck Greene McMurtry LLP
Affleck Greene McMurtry LLP