Google Translate Disclaimer

A number of pages on the Government of Saskatchewan's website have been professionally translated in French. These translations are identified by a yellow box in the right or left rail that resembles the link below. The home page for French-language content on this site can be found at:

Renseignements en Français

Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.

Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).

Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.

Discriminatory Action

An employer must not take any discriminatory action against an employee who:

  • requests or requires the employer to comply with the Act;
  • seeks enforcement of the Act;
  • is pregnant or is temporarily disabled because of pregnancy;
  • has applied for or taken an employment leave or is otherwise absent from the workplace as allowed by the legislation; or
  • has requested a modification of the employee’s duties or a reassignment to other duties because of a disability, including a temporary disability due to pregnancy.

Employers who terminate an employee in one of these protected categories must show that the termination was not related to the protected categories. For example:

  • the project that the employee was employed to work on is completed or no longer required and all comparable employees are laid off; and
  • the employer can show other reasons for dismissal, such as performance or misconduct; or
  • the employer can show that the employee voluntarily resigned.

Even if an employer terminates an employee with notice, they may be found to have discriminated against the employee if the termination was based on one of the protected grounds. If so, the employer must reinstate the employee and pay any unpaid wages the employee may have earned if they were not terminated.

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