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.
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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.
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Released on November 18, 2021
The Government of Saskatchewan has introduced amendments to The Saskatchewan Employment Act that will build better and safer workplaces for employers and employees.
The Saskatchewan Employment Amendment Act, 2021 clarifies that any unwelcome action of a sexual nature constitutes harassment. In addition, the harassment provisions will now cover independent contractors, students and volunteers. With these amendments, Saskatchewan will be one of five jurisdictions to specifically reference sexual harassment in our legislation and to cover contract workers and volunteers. These amendments come as a result of a regular review to The Saskatchewan Employment Act.
"The legislation that governs our employers and employees needs to address the challenges of the modern work environment, including protecting vulnerable workers," Labour Relations and Workplace Safety Minister Don Morgan said. "These amendments will help us build a stronger, safer and healthier Saskatchewan."Additional amendments remove the requirement for the Labour Relations Board to exclude supervisory employees from the same bargaining unit as those they supervise, unless the employer and union have entered into an irrevocable election. Instead, the board will be given authority to determine the appropriate bargaining unit, which may include a unit comprised only of supervisors. Additionally, transition provisions have been included which authorize the board to hear applications from employers or unions to amend certification orders which removed supervisors from the existing bargaining units.
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