Demands

In addition to demanding a $15 minimum wage, we are fighting to:

  • End all exceptions to the minimum wage, including those based on experience, for farm workers, fishers, domestic workers.
    • Workers in prisons and people with disabilities are not exempted from labour standards. However, the Department of Community Services, which runs sheltered workshops for adults with disabilities, pays adult workers with disabilities well under minimum wage. Correctional Services also pays incarcerated workers in provincial prisons well under minimum wage.
  • Mandate that tips are the property of servers, not employers
  • Just cause protection for all employees, regardless of the length of their employment, like under the Canada Labour Code for federally-regulated private sector employees (currently, only workers with 10+ years with the same employer in N.S. benefit from just cause protection).
  • Paid domestic violence leave (unpaid domestic violence leave was announced earlier this year by province)
  • overtime at time-and-a-half after 40 hours, not 48, per week
  • increase paid vacation leave each year from minimum of 2 weeks a year to 3 weeks a year. Increased to 4 weeks a year for employees with 8 years’ with same employer, up from 3 weeks for employees in same category
  • extend the pay equity act’s mandate of equal pay for work of equal value to the private sector
  • decrease the qualifying period for maternity leave under the Labour Standards Code from one year down to 13 weeks before the estimated due date (same as Ontario’s)
  • seven paid sick days a year with no expectation of a medical note
  • access to adjudication for all employees in the case of wrongful dismissal (currently, the only options for pursuing more than the statutory notice period is either to file a claim in court or negotiate with the employer, both of which are hard to do without a lawyer).
  • equal pay and benefits for part-time and casual employees as for full-time employees
  • Extend labour standards protections to dependent non-employees, defined as contractors who are economically dependent upon an employer
  • severance pay added as a protection under the Labour Standards Code
  • stronger enforcement of labour standards
  • Facilitating unionization through:
    • one step unionization process, also known as “Card check certification”
    • “successor rights”, as they have in Ontario, which would protect workers covered by collective agreements in the case of flipped contracts
  • Increase income assistance rates