Thank you for everyone’s participation in this year’s conference. The following is a brief overview of some of the employment topics that were discussed at this year’s conference. We look forward to seeing you next year!
More time, more money: New, unique Employment Standards Act leaves proposed by legislature #learnthelatest
There are currently two Bills before the Ontario legislature which would designate new leaves under the Employment Standards Act, 2000 (“ESA”). Outside of introducing the new leaves and obligations on employers, these Bills could be the canary in the coalmine for further extensive increases to leave entitlements under the ESA.
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.
Registration is now open for the 17th Annual Ontario Employment Law Conference, presented by First Reference and Stringer LLP on Thursday June 2, 2016.
Early Bird Registration Now Open: 16th Annual Employment Law Conference. Come and learn the latest!
Last Tuesday, over 100 businesses from across Ontario joined us and the employment law team from Stringer LLP to discuss pressing employment issues like avoiding occupational health and safety penalties, accommodating employees’ family status, getting ready for the new Employment Standard, using employment contracts to protect your business, and the perils of employee benefits.
You’ve probably already heard about the Ontario Employment Law Conference coming up on June 10—that’s next Tuesday!—but have you registered yet?
Last days to register for the 15th Ontario Employment Law Conference, on June 10, 2014 at the Mississauga Convention Centre. This event is hosted by First Reference, with presentations by the lawyers at Stringer LLP, experts in the areas of employment and labour law.
Employers are still wrestling with the consequences of the Supreme Court’s landmark decision on the random drug and alcohol testing of employees in Irving Pulp. While the initial reaction from arbitrators appears to suggest that Irving Pulp made the likelihood of such a program surviving a challenge minimal, a decision out of the British Columbia Labour Relations Board indicates that there may still be room in Canada for these sorts of programs.
Many employers prepare written employment agreements that limit employee entitlements on termination of employment. In the absence of an enforceable termination provision, employees are entitled to notice of termination at common law, or pay in lieu thereof.
In most jurisdictions in Canada, human rights legislation prohibits discrimination on the basis of “family status.” Until recently, few cases were brought alleging discrimination under this branch. However, recent decisions across several jurisdictions have made it clear that employers must be attentive to this ground of discrimination or risk exposing themselves to significant liability.