Live-In Caregiver Employer (Page 6 of 7) in pdf

Canadian address)__ and __(new place of work in Canada)__. It is the EMPLOYER’s obligation and

responsibility to pay for the transportation cost and it cannot be passed on to the foreign worker (for

example, the EMPLOYEE must not pay the transportation on behalf of the employer to be reimbursed at a

later date). Under no circumstances are transportation costs recoverable from the EMPLOYEE.

NOTE: Transportation costs include the purchase of tickets for a live-in caregiver to travel by plane, train,

boat or bus from his/her country of permanent residence or of current residence to the location of work in

Canada. If the live-in caregiver is already in Canada, transportation costs include the worker’s travel to the

new location of work. The mode of transportation must have the least negative impact on the live-in

caregiver in terms of travel time, expenses and inconvenience. Travel costs do not include for example,

hotels, meals and miscellaneous expenses during the worker’s travel to Canada or the new place of work

in Canada.

Health care insurance

The EMPLOYER agrees to provide health care insurance of equal coverage to that of the public

provincial/territorial health insurance plan at no cost to the EMPLOYEE until such time as the EMPLOYEE is

eligible for applicable provincial/territorial health insurance.

The EMPLOYER agrees not to deduct money from the EMPLOYEE’s wages for this purpose.

Workplace safety insurance (called Worker’s Compensation)

The EMPLOYER agrees to register the EMPLOYEE under the relevant provincial/territorial government

insurance plan or its equivalent (for free, on-the-job injury or illness insurance).

The EMPLOYER agrees not to deduct money from the EMPLOYEE’s wages for this purpose.

Notice of resignation

Should he/she wish to terminate the present contract, the EMPLOYEE agrees to give the EMPLOYER written notice

thereof at least _______ weeks in advance. The parties agree to abide by provincial/territorial labour/employment

standards regarding written notice of resignation.

It is recommended that a copy of the relevant portions of provincial/territorial labour standards be attached as an

appendix.

Notice of termination of employment

The EMPLOYER must give written notice before terminating the contract of the EMPLOYEE. This notice shall be

given at least ______ weeks in advance. The parties agree to abide by provincial/territorial labour/employment

standards regarding written notice of termination of employment.

It is recommended that a copy of the relevant portions of provincial/territorial labour standards be attached as an

appendix.

CONTRACT SUBJECT TO PROVINCIAL/TERRITORIAL LABOUR AND EMPLOYMENT LEGISLATION

The EMPLOYER is obligated to abide by the standards set out in the relevant provincial/territorial

labour/employment standards act. In particular, the EMPLOYER must abide by the standards with respect to how

wages are paid, how overtime is calculated, meal periods, statutory/public holidays, vacation leave, family leave,

benefits and recourse under the provisions of the applicable Provincial/Territorial Employment Standards Act. Any

terms of this contract of employment less favourable to the EMPLOYEE than the standards stipulated in the

relevant labour/employment standards act is null and void.

Live-In Caregiver Employer Page 6