Need to Compensate Your Workers for the Denial of their Rightful Portion - Letter Example

I am writing to you at this moment to express my utmost concern on the challenges that your employees have been passing through while paying diligent service in your company. It has come to my notice that your company has been going against the ESA minimum standards and that most of the employees' fair pay has been undermined under inconsiderate working limits and less than minimum wage per work rate.

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It has also come to notice that commuting time has not been added to the working time which is a minimum of the three hours of service which should be even be counted as a full service whenever the employees serve for around two hours. In a clear view of the violated rights, it is clear that the employees have suffered a lot under the flaws of your company in the name of offering their diligent service. According to Ontario Ministry of Labor, training and meetings count as working time (ESA, 2010). For that matter, it has been found out that most of the mandatory meetings that your organization has been forcing the employees were not counted as working time thus is a violation of the labor laws and rights of employees (Charbonneau, 2015). The time taken by an employee as directed by the employer to be promoted should be counted as working time, but for your organization, none of the requirements were followed leading to the wastage of working hours of the employees thus they went uncompensated. I have to inform you that you are entitled to pay off the lost time and uncompensated benefits that sum of to $8,000 and after that adhere to all the stipulated labor laws.

Hiring workers on trial for the first three months is an induction period that is counted as working time by the Ontario labor laws. However, your company has been taking advantage of the three-month period to receive free service from the newly recruited personnel. As outlined by Ontario labor laws, all workers are entitled to be paid for any duty that they offer to the facility regardless of whether it is training or office duty (ESA, 2010). For that matter, your company is at this moment required to pay all the unpaid wages and allowances to the employees and keep adhering to the labor laws to avoid an unnecessary lawsuit.

As outlined by the minimum wage count by Ontario labor laws, employees are entitled to a payment of not less than $12 per hour (ESA, 2010). The working time is at most two hours including induction and commuter time to a maximum of three hours. However, your company has been impulsive and has been paying as low as $9.80 per hour at a minimum of three hours' wage time instead of two hours. For that matter, it is a call for compensation of all your employees as soon as possible due to the improper actions that your company has subjected them for not less than three years.

According to Ontario Labor law, it is clear that the lost wage lost to your employees summed up to $8,000 for over three years. It is in deep sorrow that your employees have been suffering without arriving at an amicable conclusion with your company concerning their rights. The employees have been suffering from lack of clear procedure to file a complaint to the labor law due to the fear of being laid off from duty (ESA, 2010). For that matter, the attention has come to light, and it is clear that the lost wages for the past three years should be paid in full to offset the challenges that employees have been facing while offering their service in good faith.

Yours faithful,

XXX.Signature.

References

Charbonneau, J. A. (2015). A Comparative Analysis of American and Canadian Antitrust and Labor Laws as Applied to Professional Sports League Lockouts and Potential Solutions to Prevent Their Occurrence.

Marq. Sports L. Rev., 26, 111.ESA. (2010). The Employement Standars Workbook. Ontario Ministry of Labour "Minimum Wage." Retrieved from https://www.labour.gov.on.ca/english/es/tools/esworkbook/minimum.php