Reference no: EM131874563

Jurisdiction Comparison

Purpose

The purpose of this assignment is to allow you to analyze legislation and demonstrate your understanding by identifying the implications for an employer based on the legislation that is in place in two jurisdictions.

How to Proceed
You will be completing this assignment using an organization of your choice. You may use the same organization you used in Assignment 1. Regardless of what organization you choose, you may use a pseudonym for the organization's name to keep the organization anonymous in your assignments.

Note: If you do not have a suitable organization to use for your assignrnents, contact the instructor as soon as possible to discuss other options.

To conduct this assignment:

1. Complete the assigned reading for Unit 3.

2. Find the protective standards that apply to workers in your jurisdiction, and in another jurisdiction.

3. Write a response no more than 750 words.

4. Compare the two pieces of legislation and regulations, focusing on only the sections of the law that deal with leave provisions, including designated holidays, holiday pay, vacation and other leaves (for example, maternity, compassionate care).

5. Provide an analysis of what impact it would have on your employer to operate in the different jurisdiction based on the leave provisions in place in the two jurisdictions. Identify the sections of the legislation that you are referring to in your analysis.

Assignment

To show the differences in legislation,

1. List out each jurisdiction's paid vacation minimums.

2. List out all the civic and general holidays, and what gets paid if employees don't work, and what gets paid at 1.5 if they do.

3. List out ONLY the unpaid leaves that are different between the two jurisdictions, regardless of time.

To show the impact on the employer, make the following assumptions:

1. As an employer, you are only giving mandatory minimums.

2. There are 10 employees who get paid an average of $15 each per hour.

3. All your employees have been employed for less than five years. You can make whatever assumptions you want to within that.

4. Every unpaid leave over five days long costs $50 in administration costs. If you don't know how long the leave is and it can be for more than 5 days, assume that it is more than 5 days.

For the purposes of this assignment, treat domestic violence leave as unpaid. You will need to call Employment Standards Manitoba if you ever have one to understand how to administer this leave anyway.

NOTE: your Manitoba employee will take 3 days of bereavement leave. Your NWT employee will go to a Winnipeg funeral and take 7 days.

NOTE 2: assume full qualification for every type of leave.

CONTRACT MODIFICATION: due to the excessive confusion about how to calculate leave costs.