Demands

We are fighting for:

A $15 minimum wage and income security for all

  •  Remove the list of exemptions and special rules in the Labour Standards Code that deny some workers the right to minimum labour protections
  • Enforce the minimum wage for all – ensure workers in prisons and people with disabilities are paid the minimum wage
  •  Increase income assistance rates to above the poverty line

Job and wage security for all workers

  • Just cause protection for all employees, regardless of the length of their employment
  • Access to adjudication for all employees in the case of wrongful dismissal
  • Severance pay of one week’s pay per year of employment
  • Increase the lay-off/dismissal notice period or pay in lieu for employees with less than two years of service to two weeks
  • Mandate that tips are the property of servers, not employers
  • Outlaw unpaid internships

Respect the right to unionize and collectively bargain

  • One step unionization process, also known as “card check certification”
  • “Union successor rights” to allow a union to continue to represent employees in a bargaining unit and also allow for the continuation of the collective agreement when a business is sold or a contract for the same services is awarded to another business
  • End “double breasting” by removing an employer’s ability to avoid its relationships with unions by creating a separate non-union or “alternative union” spin-off companies
  • Introduce sectoral bargaining

Stronger protections against discrimination at work

  • Extend the Pay Equity Act to the private sector
  • Equal pay and benefits for employees regardless of their employment status (full-time, part-time, casual), race or ethnicity, ability or disability, and age
  • Outlaw bullying and psychological harassment in the workplace

Fair scheduling, overtime pay, leaves of absence, and vacations

  • Improved scheduling provisions for employees including providing at least 24 hours’ written notice of a shift change or extension, at least 96 hours’ notice before implementing a new schedule, and allowing employees to refuse to work any shifts scheduled with less than 96 hours’ notice without fear of reprisal. Employees should also have the right to refuse overtime to carry out family responsibilities
  • A minimum of three hours pay per shift, regardless of whether that shift is part of
    an employee’s regular scheduled hours
  • Reduce the work week to 40 hours, from the current 48 hours, which means
    employees are eligible for overtime pay after working 40 hours
  • Seven paid sick days per year with no requirement for a medical note
  • Increase paid leave for employees who have been exposed to domestic violence from three paid days of leave to ten days
  • Leave for Traditional Indigenous Practices: up to 5 unpaid days per calendar year to engage in traditional Indigenous practices such as hunting, fishing, and harvesting
  • Increase to ten statutory holidays from the current six. The nine statutory holidays included in the Canada Labour Code should be available to employees in Nova Scotia with the same provisions for all of them. Also, add a holiday to recognize the legacy of residential schooling.
  • Unpaid medical and nursing breaks necessary for medical reasons and, for employees who are nursing, to nurse or express breast milk
  • Remove qualifying periods for all leaves of absence and statutory holiday pay
  • Increase paid vacation leave from a minimum of 2 weeks a year (or 4% in lieu) to a minimum of 3 weeks paid vacation (or 6% in lieu), and from a minimum of 3 weeks paid vacation (or 6% in lieu) to 4 weeks (or 8% in lieu) after 8 years of service.

Better enforcement of protections for workers

  • No tolerance for employees being misclassified as independent contractors, and make Employers responsible for proving that their independent contractors are not misclassified employees.
  • Increase the period for employees to file a complaint from six months to two years
  • Strengthen the enforcement system by increasing penalties and using fines, prosecutions, and imprisonment more frequently
  • Create a registry to post information about violators online as a measure to shame employers who owe wages or violate the Labour Standards Code