Laws accomodating pregnancy in the workplace

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Thou shalt break them with a rod of iron; thou shalt dash them in pieces like a potter’s vessel.

Be wise now therefore, O ye kings: be instructed, ye judges of the earth.

The general principles are: where the holiday is worked, the employee is entitled to some combination of "premium pay" and/or "paid time off in lieu" credit, which ranges from 1.5 to 2.5 times equivalence of their regular non-holiday entitlement; Further note that in the event that the employee's employment ends before they take their 'paid time off in lieu' stemming from a public holiday, then the employee is entitled to pay for those days at the public holiday rate [ESA s.32]. "Public Holiday Pay" But for some specific exceptions noted in (c)-(l) below, "public holiday pay" is[ESA s.1(1), 24(1)]: Note that "public holiday pay" is not the same as the employee's "regular rate" [for comparison see s.2(b): "Wages, Regular Wages and Minimum Wages: Regular Wages", above], though in most cases it will be the same or very close. "Premium Pay" "Premium pay" for these holiday pay purposes is at least 1.5 times the employee's "regular rate" [ESA s.1 "premium pay", 24(2)].

He that sitteth in the heavens shall laugh: the Lord shall have them in derision.Exceptions to this main rule immediately arise in three forms: employees who, while otherwise subject to the main public holiday laws ( pay and time off entitlements), may nonetheless be required by the employer to work days that would ordinarily be working days [see "Main Holiday Work Rule Exceptions", below], and On top of these exceptions are special rules respecting "retail business" employees as defined in the Retail Business Holidays Act (RBHA) [see "Special RBHA Work Rules", below], who have a right of refusal against any holiday scheduling (whether on ordinary working days or not), but some of whom are excepted from this right [see "Special RBHA Work Rule Exceptions", below].The presence of "front-loading" and/or "back-loading" are factors applied to reduce or eliminate holiday-related compensation otherwise available.(c) When Workers Can and Cannot Refuse to Work Holidays and Sundays .

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