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I have a question about labor laws if anyone knows about this stuff.Thanks

I've dealt with some of the Canadian stuff when I was doing HR work, but I doubt that helps you.

I'm no lawyer, but do know a bit ablout labor laws. I also know a guy who is a lawyer and sort of deals with some labor laws and discrimination cases.

Quote, originally posted by rsaxman »I have a question about labor laws if anyone knows about this stuff.ThanksPost the question.

i am wondering what the difference is between "waiting to engage" and "engaged to be waiting" is.Thanks

from doign a quick yahoo search (yeah I hate google) i found this"Whether an employer must pay for an employee’s on-call time basically depends on whether or not the employee can use the time effectively for his or her own purposes. If the employee may effectively use the time for personal purposes, they are said to be “waiting to be engaged.” However, if the employee’s on-call demands are so restrictive that he or she may not utilize the stand by time for personal purposes, the employee is “engaged to wait” and the employer must compensate the employee for that waiting time." No idea if its accurate, but hope it helps