Accessibility is a human rights issue. When we look at how it is enacted through the Ontario Human Rights Commission, their online trainings, and their policy papers, we can plainly see that this is the case.
The three popular articles this week on HRinfodesk deal with: An employee’s complaint regarding video surveillance cameras pointed toward her work area without the employer informing her of the installation; an FAQ that looks at an employer’s overpayment of vacation pay on a former employee’s final pay; and the Ontario Ministry of Labour’s plan to conduct targeted employment standards and occupational health and safety blitzes in workplaces across the province over the next year.
A recent interim decision of the Ontario Human Rights Tribunal addressed whether a miscarriage could constitute a disability for the purposes of human rights legislation.
Canadian employees are presumptively entitled to “reasonable notice” of termination. Although this entitlement can be limited to some extent by contract, an employee will generally be entitled to some advance notice of the end of their employment. If advance notice is not given, then the employer can satisfy this obligation by making a payment equivalent to the earnings the employee would have received over the notice period.
For many in HR, getting serious about workforce analytics represents a change to the way things have been. To help navigate this change, we’ve put together answers to 10 of the most common concerns and questions we get asked by HR professionals as they are looking to get started with workforce analytics. In this blog, we’ll cover three of these concerns/questions. Stay tuned for our follow-on blogs that will cover the remaining seven.
As Human Resources (HR) Consultants, we have often been posed the question: Why should we hire you rather than just hiring an HR employee?
Three popular articles this week on HRinfodesk deal with: A case where an employee filed an Application alleging that he was subjected to differential treatment on the basis of Human Rights Code grounds ; a case where an employer was able to rely on a termination provision to justify the payment made to the employee when he was terminated without cause; and Ontario’s new legislation addressing sexual harassment (Bill 132).
Citizenship and Immigration Canada (“CIC”) has announced two new categories of work permits exempt from the Labour Market Impact Assessment requirement, pursuant to Section 205 of the Immigration and Refugee Protection Regulations. These work permits apply to: (1) foreign nationals whose work is essential to a television or film production and would create and maintain significant economic benefits and opportunities for Canadians and permanent residents; and (2) foreign nationals working in dance (i.e. ballet, contemporary), opera, orchestra, and live theatre, whose work contributes to competitive advantages and reciprocal benefits for all Canadians. CIC has also clarified its business visitor guidance to confirm that foreign nationals who are employed as film producers, essential personnel for commercial (i.e. advertising) shoots, and film and recording studio users may now seek admission under the business visitor category.
A recent Human Rights Tribunal of Ontario decision confirms that family status protection may require employers to accommodate employees’ sporadic or unexpected absences to fulfill childcare obligations.
On April 14, 2016, the Ontario government introduced new legislation to launch the Ontario Retirement Pension Plan (ORPP) legislation. Bill 186, Ontario Retirement Pension Plan Act (Strengthening Retirement Security for Ontarians), 2016 will ensure that if the Canada Pension Plan (CPP) is not enhanced, Ontario can proceed with the ORPP. However, the Ontario government says […]
The use of unpaid interns has come under increased media and political scrutiny. Fuelled by horror stories of young interns collapsing under extreme workplace pressures, the issue reached the political agenda. In the summer of 2014, the Ontario Ministry of Labour carried out a highly publicized workplace inspection blitz to determine if intern rights were being respected. Rules governing the appropriate use of interns in Ontario are not new. They had been in place long before the summer 2014 blitz. The rules are set out in section 1(2) of the Employment Standards Act.
Did you know that employers have a reciprocal right to reasonable notice from an employee who decides to leave the company, especially when it will be difficult to replace them? Did you know that an employer can sue a former employee if sufficient notice was not provided? But, did you also know there may be good reasons not to pursue this course of action?
This decision is another reminder to employers to ensure that termination clauses provide for all entitlements prescribed by the Employment Standards Act in order for them to be considered valid and enforceable. The company in this case should never have carved out its obligation to provide statutory Severance Pay.