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Wrongful dismissal in Ontario: how do we calculate the value of lost benefits?

When an employee is fired and not given sufficient notice, a common point of dispute becomes how to properly calculate the lost value of non-monetary benefits.

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with working remotely, 2019 payroll rates and random drug and alcohol testing.

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Sentenced to probation: How employers can protect themselves when terminating the employment of recent hires

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.

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Cannabis at the office holiday party

The season of the office holiday party is upon us! In addition to merriment, this time of year can bring a lot of risk for employers. And there’s a new risk this year.

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Mandatory postings in workplaces

There are several documents that are mandatory postings for all workplaces, while others depend on the nature of the business and the hazards present in the workplace.

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No skirting around the issue: Gender identity and sexual orientation discrimination appear to be on the rise

Employers who fail to take action when there are complaints of unlawful discrimination in the workplace are exposing themselves to serious potential liability, both from a financial and a reputational perspective.

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with payroll rates and forms and statutory leaves.

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The British Columbia Supreme Court on family status discrimination: Parenting roles, stereotypes and in-flux jurisprudence

The recent British Columbia Supreme Court decision in Envirocon Environmental Services, ULC v. Suen confirms that the law in British Columbia with respect to family status discrimination remains unsettled. The decision also provides insight into the reasoning of the British Columbia Human Rights Tribunal regarding parenting roles and stereotypes and the interpretation of the purposes underlying the British Columbia Human Rights Code.

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Proposed domestic violence leave of absence in Newfoundland and Labrador would take effect January 1, 2019

domestic-violence

Several provinces have created or are beginning to add a statutory domestic violence leave of absence to their employment standards legislation, including Ontario, Saskatchewan, Manitoba, Prince Edward Island, Nova Scotia and New Brunswick. In Newfoundland and Labrador Bill 32 amends the Labour Standards Act to establish such a leave.

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What employers should know about conducting police record checks

The Police Record Checks Reform Act, 2015 standardized police record checks in Ontario as of November 1st 2018. Ontario Employers who conduct police record checks in regards to hiring employees or other purposes must know the requirements of this new legislation:

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with labour and employment law reforms, payroll rates for 2019 and motor vehicle allowances.

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Quebec employers: Are your harassment policies up to snuff?

Because of significant changes proposed to Quebec’s Act Respecting Labour Standards, employers need to ensure that their harassment policies now cover psychological and sexual harassment.

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Not so fast: Court sets aside employer’s ex parte motion against ex-employee

The recent decision of Planet Paper Box Group Inc., v. McEwan, highlights some of the risks of utilizing an ex parte motion to enforce restrictive covenants against a departing employee.

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No right to sue employer for sexual assault by co-worker: WSIAT

Can an employee sue her employer if she is the victim of sexual assault at work by a co-worker? The Ontario Workplace Safety and Insurance Appeals Tribunal says no once again, “not if the employee is entitled to WSIB benefits.”

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30 tips for a reasonable workplace investigation

In Canada, a requirement to conduct a workplace investigation is triggered in case of harassment, sexual harassment or violence. What then is required of such a workplace investigation? In short, a “reasonable” investigation is required.

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