While monetary compensation is certainly attractive and persuasive, today, employees expect much more from their employers. What speaks louder than money? This blog takes a tip from Toronto FC’s playbook and highlights four things that speak volumes for key recruits.
Buddy the Elf says the best way to spread Christmas cheer is singing loud for all to hear. This blog shows what other lessons employers can learn from Buddy and the movie, Elf.
It’s easy to make a mistake when you’re not paying close attention. Two recent Ontario cases act as a cautionary tale for employers about the importance of paying close attention during terminations. This blog provides an overview of the two cases and offers some tips for employers so that they can avoid harmful mistakes of their own.
The Great Pumpkin respects sincerity, and so should employers. Check out this blog for a discussion and lessons on accommodating an employee’s creed in the workplace.
Over the last few weeks, many large Canadian employers have announced “mandatory vaccination policies”. But as you dig into the details of those policies, you will find that the term “mandatory” has been used liberally. So are these policies really mandatory?
The Olympic games are on the cusp of big changes when it comes to inclusivity and equality in sports. The world is looking at what the athletes are wearing, with dress codes and uniforms sparking increased discussion. The Olympic idea of “what not to wear” offers important reminders for employers. This blog offers a useful employer’s guide to dress codes.
Vacation time (and pay!) is another area where employers need to continue to “expect the unexpected” in 2021. Vacation accrual and usage for the last year-and-a-half has not been normal. This blog discusses 2021 vacation including the application of ESA requirements, dealing with accrued liabilities, IDEL-related issues, and “other weirdness.”
Uber announced its Flexible Work+ plan, in which it provides some of the benefits that its drivers and workers’ rights groups are demanding, but without providing the traditional (expensive) entitlements that come along with full employee status. Is this a flexible work plan or a circumvention of employment laws?
Since the onset of the pandemic, employers have been forced to adapt to the unique challenges associated with employee terminations. Terminations just seem harder this year. And it’s not just because of COVID-19. So, what’s weird about terminations in 2021?
Recognizing and using an individual’s personal pronoun in the workplace is not only a protected human right, but it is an important step in creating and maintaining a safe and inclusive work environment. This blog uses lessons from an “ideal” Valentine’s Day to demonstrate the proper way to approach personal/gender pronouns.
Like other employers throughout the world, Santa has tried to navigate through COVID-19. Grab your cocoa as we review exactly what Santa has done to ensure he still delivers joy to everyone around the world. Merry Christmas to all, and to all good health!
It’s easy to slip into bad work-from-home (WFH) habits but some behaviours are more problematic and can give rise to a variety of workplace issues. What should employers consider when remote employees cross the line from “comfortable” to “complaint-worthy”?
Despite businesses’ requests to postpone audits until after the pandemic, the Canada Revenue Agency is following up on its promise to audit employers in receipt of Canada Emergency Wage Subsidy program. This blog outlines what employers need to do in order to prepare for audits and new CRA requirements.
Since its inception, multiple changes have been made to the Canada Emergency Wage Subsidy program, with the intent of broadening its reach to allow for more eligible employers to reap its benefits. This blog breaks down the key changes made to CEWS developed in response to the COVID-19 pandemic.
Employers cannot ignore that their employees have online presence, which may lead to conflict that affects the workplace. It’s 2020, and this is a call for employers to revamp their restrictive social media policies. But what does a revamp look like?
With Ontario now in Phase 2 of the COVID-19 reopening process, businesses are ramping back up. Some employers might be considering hiring. But hiring in the “new normal” is… well… not quite normal.
In this final installment of our 4-part return to work series, we look at policy and protocol considerations for employers in the post-COVID-19 workplace.
In this third installment of our Return to Work blog series we examine what employers should and can do when an employee refuses to return to the workplace.
The Ontario government has swooped in to assist and protect businesses from being forced to terminate their non-unionized employees as a result of the expiry of the 13-week temporary layoff period. While for the most part this regulation is good news for many employers there are several items that employers need to keep in mind.
In this second part of our COVID-19 return to work series, we discuss best practices for employers in addressing the health and safety considerations related to the post-COVID-19 workplace.
