The countdown is on to the end of the year, but not before we have the chance to bring you a final gift. In her final blog of 2023, Cynthia Ingram gives a twist on a classic holiday poem as an ode to Ontario employment law. All of us at Piccolo Heath LLP wish everyone a Happy Holiday, however and wherever you celebrate, and a Happy New Year.
It’s Halloween! The pumpkins are carved, and the candy is ready. Tonight, children across North America will put on their costumes and go door-to-door trick or treating. It’s a night that kids look forward to as they plan their costumes and get their bags ready to be filled with an assortment of candy and treats. But Halloween isn’t just for kids. There are plenty of people who enjoy Halloween as an adult, even without the trick or treating. In fact, some have grown to enjoy Halloween even more as they get older with parties and get-togethers with friends. There are even some (me included) who love the idea of organizing a group costume.
No matter how talented the players on the field are, you can’t afford to fumble the ball. That’s why focusing on the fundamentals of how to carry the football before you hit the field is the best way to minimize the chances of fumbling at the goal line. In her new blog, Cynthia Ingram reminds employers why focusing on the proper classification of employees vs. independent contractors can be a real game changer.
New legislative amendments have come into force, affecting temporary help agencies (“THAs”), recruiters, and the employers and employees that engage with them. This blog outlines what employers can do to avoid business interruptions and sanctions.
This blog explores the similarities between "We Don't Talk About Bruno" (from the movie Encanto) and menopause in the workplace, shedding light on the importance of open dialogue and understanding with a view to engaging in appropriate accommodation under the Ontario Human Rights Code.
If you’ve experienced a termination – either as an employer or an employee – then you’re likely familiar with the common law concept of mitigation. If this concept is new to you, fear not! This blog is a great starting point on the topic and reviews the most recent case law in Ontario.
As said in Part 1 of this blog series, not all lies are made equal. It would be naïve to think that no employee is, would or could lie, even in the most successful company or close-knit work environment. In this blog, Cynthia offers some tips for minimizing the likelihood and impact of workplace lies.
In this two-part series, we will examine the ways employees can be caught in a lie, and what employers can do to minimize the risks associated with a dishonest individual. Since there is no worse way to start a relationship than with a lie, Part 1 of this series will begin by looking at individuals who lie on their résumés, job applications and in their job interviews.
The ESA has been an unhelpful resource for businesses trying to determine who is not an employee but, rather, a contractor in business for themselves. Until now. A recent change to the ESA provides Ontario businesses with a clear checklist for how to identify certain types of consultants as non-employees. So what’s the big deal about the new “consultant” exemption?
As Cynthia Ingram unwraps in this blog, you shouldn’t let first looks dictate your overall impression. Employers who take steps to address unconscious biases on appearance and beauty will build a more positive, inclusive and diverse workplace.
We’ve all seen the headlines about cold, impersonal terminations and the negative impact on employees together with the litigation that ensues. If employers don’t want to see their company name alongside that of Meta, Twitter, Radio Shack and others, this blog offers some do’s and don’ts for economic-based workplace changes.
This blog shares lessons to avoid your workplace becoming a Little Shop of Workplace Horrors.
This blog provides some tips and tricks for developing the Electronic Monitoring Policy (required for Ontario employers with 25+ employees as of October 11, 2022), including strategies for tailoring it to the individual workplace and common pitfalls to avoid.
As of October 11, 2022, the ESA requires Ontario employers with 25+ employees to have a written policy on electronic monitoring. But before the policy writing begins, this blog will address four frequently-asked questions.
As Jennifer Heath notes in this blog, it takes more than just an exaggerated résumé to fool employers these days. What are the risks of hiring a fraudster and how can an employer protect itself?
We have all seen the headlines reporting on employees having said or posted something on social media which is highly inappropriate resulting in discipline or termination of their employment. However, employees are not the only ones engaging in inappropriate use of social media. Employers can very easily fall into that trap as well.
When it comes to technological advancements in the workplace are we seeing history repeat itself? In her new blog, Cynthia Ingram notes some similarities and differences when we look back and to the future.
Over the past few months, the Ontario government has made a series of changes to the province’s approach to COVID-19 management. This blog is intended to serve as an FAQ to some of the key questions from employers about navigating this newer, looser public health strategy.
What is the “right to disconnect”? It’s a misnomer, actually, when it comes to Ontario’s new ESA requirement for a disconnecting-from-work policy. This blog summarizes three basic approaches to writing the disconnecting-from-work policy with helpful tips and strategies, to help employers write the right kind of policy for their workplace.
New year, new, endless to-do list? This blog offers some of the key priorities for Ontario HR and ER professionals from a legal and compliance perspective.
