Employer about their compliance obligations

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Reference no: EM133811025

Employer Compliance Obligations

Case Study

Gaby is the owner of a bakery "Obagel Inc." established in Winnipeg, Manitoba in 2020. The restaurant is located at 70 - 1111 Park Avenue in Winnipeg.

In January 2024, "Obagel Inc." obtained a positive named LMIA and was approved to hire Tony, a foreign national from Honduras, for a period of two years as a pastry chef. The LMIA clearly indicates that the primary work location is at 70 - 1111 Park Avenue in Winnipeg and the hourly wage for this position is $25. Tony got his work permit shortly thereafter and started working in late March.

In April 2024 the bakery was flooded due to a heavy storm, and Gaby, the owner, had to close the business for three weeks. As a result, Gaby reduced Tony's salary by 20% for the period of three weeks when the bakery was not operational.

Due to the excessive damage caused at the work location, the owner rented a new location for the bakery operations at 80 - 1111 Park Avenue in Winnipeg, Manitoba. Tony, the pastry chef, is now working at the new work location for "Obagel Inc." at 80 - 1111 Park Avenue.

Question

What would you advise the employer about their compliance obligations and why? What resources did you consult to find the answer?

Reference no: EM133811025

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