Qualified Employees can Be Full Time

Most employees who certify are entitled to take nowadays off work and be paid public holiday pay.


Alternatively, the employee can concur digitally or in writing to deal with the holiday and be paid:


- public holiday pay plus premium spend for all hours worked on the general public vacation and not get another day off (called a "substitute" vacation);.
or.

- be paid their regular salaries for all hours dealt with the general public vacation and receive another substitute vacation for which they should be paid public vacation pay.


Some employees might be needed to deal with a public vacation. (See "Special guidelines for certain industries" later in this Chapter.) While most workers are qualified for the general public vacation privilege, some workers work in tasks that are not covered by the public vacation provisions of the Employment Standards Act (ESA). To determine whether a task is covered, or if unique guidelines use, please refer to the Guide to work standards special rules and exemptions.


Use the Employment Standards Self-Service Tool to check compliance with public holidays and other employment requirements entitlements.


See "Public holiday pay" later on in this chapter.


Regular wages does not include any overtime pay, holiday pay, public vacation pay, premium pay, domestic or sexual violence leave pay, termination pay, discontinuance wage or termination of assignment pay payable to a worker.


While some companies offer their employees a vacation on Easter Sunday, Easter Monday, the first Monday in August, or Remembrance Day, the company is not needed to do so under the ESA.


Performing both covered and exempt work


Some staff members carry out more than one kind of work for a company. Some of this work might be covered by the public vacation part of the ESA, while another kind of work may be exempt from public vacation protection.