In Azur Human Resources Ltd. v. The Minister of Revenue, the Ontario Superior Court considered how workers affiliated with temporary placement agencies ought to be classified, not for the purposes of labour and employment legislation, but for tax purposes under the Employer Health Tax Act (the “EHTA”).
Termination is essentially the capital punishment of discipline in the employment law realm. However, what recourse is available to future employers of these “harassers”?
When you consider how much time people spend at work and in the office, it is not surprising that relationships of all types form amongst individuals in the workplace. But office relationships can also develop into something more.
As someone who was part of the Toronto dating scene until her mid-30s, I can tell you about ghosting, but it was not until last month that I recognized that the phenomenon had spread to other social scenarios, including employment.
On October 25, 2018, An Act to amend the Canada Labour Code (harassment and violence), and the Parliamentary Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1 (the “Act”) received Royal Assent.
As Employment Counsel, I wonder now whether it really is all cocoa and smiles being an employee of Santa Claus. Looking at workplace requirements from an Ontario perspective, Santa the employer may be exposed in a very different light.
Employers who seek to impose more rigorous oversight of new employees and minimize termination obligations to those employees can rely on appropriately drafted probationary limitations in their offers. Learn more by reading this blog.
On November 21, 2018, Bill 47, the Making Ontario Open for Business Act, 2018, received Royal Assent and was officially passed. It undoes many of the changes that the Liberal government introduced in Bill 148, returning to previous legislative language.
First Google and now Wayfair: another employee walkout forces a company to take action. Read on to learn some practical lessons from Google’s global walkout.
In the recent Ontario Superior Court decision Render v. ThyssenKrupp Elevator, Master Andrew Graham found that an employee who claimed that a co-worker sexually harassed her could be granted intervener status at the co-worker’s trial for wrongful dismissal.
Does an offer of continued employment from a buyer constitute ‘consideration’ such that the new employment contract is binding on the employee?
If passed, Bill 164 would result in amending the Code to include the following as prohibited grounds of discrimination: social condition, police records, genetic characteristics and immigration status. What does this mean for employers?
Retail employers often require employees to log out of their time keeping system before finishing the last tasks of the day. Are Ontario employers who don’t pay employees for every second worked contravening the law?
There are changes brewing in human rights law, particularly in Ontario. A recent decision on age discrimination and benefit coverage may require significant amendments to employer benefit plans and resulting costs to employers...
Given the recent changes to the Ontario ESA, Ontario employers need to know what the right to disconnect is and why it’s important to their businesses.
Recently, I’ve helped clients with numerous marijuana related workplace issues. Here are some tips for employers on handling marijuana use in the workplace before and after recreational marijuana becomes legal.
Ontario has become the first province to introduce legislation (Bill 203) to increase pay transparency as part of a broad new strategy to advance women’s economic empowerment and build fairer, better workplaces.
Have you read The Life-Changing Magic of Tidying Up: The Japanese Art of Decluttering and Organizing? HR life hack: there are no points for keeping outdated postings on the board, whether it’s in the eyes of the Ministry of Labour or of Marie Kondo.
As of April 1, 2018, employers may no longer pay less to employees because of sex or “differences in employment status.” A summary of the new requirements and their practical impact is set out in this blog.
As mistrust between employers and employees grows, so does the potential for secretly recorded conversations in the workplace.
