Government of Saskatchewan ministries, Crown corporations and organizations are implementing contingency plans to minimize the impacts of postal service disruption.
Les ministères, sociétés d’État et organismes du gouvernement de la Saskatchewan mettent en œuvre des plans d’urgence visant à réduire les répercussions de l’interruption du service des postes.
Google Translate Disclaimer
A number of pages on the Government of Saskatchewan's website have been professionally translated in French. These translations are identified by a yellow box in the right or left rail that resembles the link below. The home page for French-language content on this site can be found at:
Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.
Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).
Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.
Employers have to maintain payroll records that include:
Care providers and domestic workers must be provided the same statements of earnings as other employees.
Employees who work for companies that provide similar services are fully covered by Saskatchewan's employment standards. This includes companies providing commercial home cleaning services and home care services.
Live in care providers and domestic workers reside at the employer's address.
A care provider is someone hired primarily for the care and supervision of an immediate family member in either the home of the employer or the home of the family member requiring care.
Care providers are exempt from the minimum wage, overtime, and the requirement to be provided with notice of termination or pay instead of notice. All other employment standards apply.
For live-in care providers the hourly rate during the first eight hours must be at least the minimum wage. The employee and employer may agree to any hourly rate for work time in excess of eight in a day. If there is compensation negotiated for hours in excess of eight hours in a day, overtime rules would apply to that compensation at 1.5 times the rate of compensation. Live-in care providers must also receive two consecutive days off per week. Other special provisions include a maximum deduction of $250.00 per month for room and board. Except for these special rules, all other employment standards apply, including overtime.
A domestic worker is someone hired primarily to perform work in the private residence of the employer primarily related to the management and operation of the household (i.e., cleaning, washing and gardening). This does not include the supervision and care of an immediate family member.
Domestic workers are fully covered by employment standards.
For live-in domestic workers, the hourly rate during the first eight hours must be at least the minimum wage. The employee and employer may agree to any hourly rate for work time in excess of eight in a day. If there is compensation negotiated for hours in excess of eight hours in a day, overtime rules would apply to that compensation at 1.5 times the rate of compensation. Live-in domestic workers must also receive two consecutive days off per week. Other special provisions include a maximum deduction of $250 per month for room and board. Except for these special rules, all other employment standards apply, including overtime.
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