Employers should take note – The Interim Report on Ontario’s “Changing Workplaces Review” is now available for comment
The Interim Report kicks off the next phase of the province–wide consultation on modernizing Ontario’s Employment Standards Act, 2000 and Labour Relations Act, 1995. Employers should note that August 31, 2016 is the deadline for submissions on the Personal Emergency Leave provisions of the ESA and October 14, 2016 is the deadline for all other submissions.
In Pourasadi v Bentley Leathers Inc., the Human Rights Tribunal found that accommodating a store manager by permitting the employee not to assist customers was not required, since assisting customers was an essential duty of her position.
We are very pleased to announce that Deveen Hunter M.Sc., CAPM, CHRL will be blogging regularly on First Reference Talks!
In our last few blogs we covered numbers 1 through 9 of our list of the 10 most common questions and concerns HR professionals raise when considering getting started with workforce analytics. It’s time now for #10.
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly. A prime example of employer misconduct for failing to accommodate and providing reasonable notice is the case of Strudwick v Applied Consumer & Clinical Evaluations Inc. This case highlights a number of important lessons for employers.
The Canada Border Services Agency recently announced that it was proposing changes to its Trusted Traveller Programs, which include CANPASS, Free and Secure Trade, and NEXUS. In furtherance of this proposal, CBSA intends to amend the Presentation of Persons (2003) Regulations, which were implemented under the Canadian Customs Act.
Despite workplace boredom being a mundane reality of some working lives, it may also be the catalyst for more serious workplace concerns. At the extreme, in limited circumstances, boredom could even form the basis for constructive dismissal.
We are very pleased to announce that Ann Barrow, licensed paralegal, will be blogging regularly on First Reference Talks!
Pay Equity is a requirement on Ontario employers to ensure that workers are paid equally for work of equal value, regardless of their gender. The requirement on employers arises out of the Pay Equity Act, which was passed by the Ontario Government in 1987 and became effective January 1, 1988; there was an amendment to this Act in 1993 as well.
A recent decision from the Supreme Court of Canada could have the effect of allowing corporations charged under the OHSA to seek remedies when a trial is unreasonably delayed in a considerably broader swath of cases.