They should be informed of vacancies and access to all collective bodies (e.g. B of the Working Canada). For advice on seasonal workers and workplace agreements, please contact Employsure on 0800 675 700. In sectors such as hospitality, tourism, retail and agriculture, seasonal peaks can lead to an influx of labour at certain times of the year. A common solution for employers in these sectors is the recruitment of additional staff during these periods. Katee Dias presents the main contractual considerations for employers who make seasonal hires. Companies might be tempted to recruit students or schoolchildren to help with seasonal spikes, especially when it coincides with college parties. Although seasonal work is by definition temporary, seasonal workers are entitled to the same minimum rights as permanent employees. For example, they must receive at least the minimum wage for adults and receive an adequate amount of rest.
Employers should keep in mind that there are strict rules when it comes to the employment of children (if it is someone who has not exceeded the age of compulsory schooling). Workers employed in seasonal companies that work on public holidays can be compensated for each public holiday: it is not uncommon for seasonal workers to be recruited on a part-time basis, as this is all that is needed to help permanent employees. A person hired to cover seasonal work may be hired for a limited period of time. It is therefore common to use a fixed-term contract that ends on a given date or at the end of a given project. A seasonal contract should not cover a periodic increase in the normal activity of a company, but cover certain tasks that are not performed during the rest of the year. Any agreement should set the following conditions: if the person has two or more years of train, the employer must ensure that he has a fair reason to terminate the employment relationship and that he must follow a fair dismissal procedure. • region where the number of seasonal workers is insufficient • The number of workers needed • A description of the positions and tasks available to be performed • When and for how long each position is available Other rights apply to both workers and workers, including the right to the national minimum wage and the right to rest and paid annual leave. Even if the seasonal employment contract has already been renewed twice, the employer is not required to respect a waiting period. On December 31, the employer proposes to extend the contract for an additional 2 months. However, if the seasonal contract contains a renewal clause for the following season and the employment relationship between the same employer and the worker lasts for more than 2 seasons, the employment relationship is considered to be a relationship of indefinite duration. Among the benefits of a part-time job are a more flexible schedule that allows individuals to adapt their work to other obligations and the ability for people to try new roles without having to give up large amounts of your time.
These agreements are common in sectors where the demand for labour is high in high season, for example.B. fruit harvesting, fishing or retail trade during the holiday period. .
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