Three of the most popular articles this week on HRinfodesk deal with an excessive termination for a safety violation; an harassment complaint based on the prohibited ground of gender and how human resource issues can be challenging for volunteer boards of not-for-profit.
Three popular articles this week on HRinfodesk deal with an employer’s miscalculation of the employee’s notice period; how an Alberta employer paid the price for failing to accommodate an employee’s disabilities; and Ontario’s new mandatory occupational health and safety training.
Employers will often seek to respond to downturns in their business by temporarily reducing head count, with the hope of having those employees return to work when the business improves. This is often referred to as a temporary lay off. Many employers inquire as to their right to temporarily lay off employees, generally in response to financial constraints of the business.
Cold and flu season has arrived. Cold and flu spread more easily in the cold winter months because they thrive in colder, less humid environments. Thus, between October and February of each year, virtually thousands of employees get sick with the cold and/or flu, and that translates into lost work time, reduced productivity and disruption of workplace operations. As we all know, the flu can wreak havoc in the workplace as it spreads very quickly. What can employers do to minimize the impact of colds and influenzas (flus) on the workplace?
Monday November 11, 2013, Remembrance Day, public holiday in some jurisdictions/memorial day in others
In Alberta, British Columbia, Saskatchewan, Northwest Territories, Nunavut, Yukon, Prince Edward Island, New Brunswick and Newfoundland and Labrador Remembrance Day is a paid public (statutory) holiday under their respective Employment/Labour Standards Acts.
One aspect of the law relating to termination of employment that has developed in recent years is the obligation of an employer to fairly and thoroughly investigate alleged misconduct before taking disciplinary action. Several decisions over the past few years have made it clear that if an employer fails to investigate, or fails to investigate properly, before dismissing an employee for cause, they are likely to face damages for wrongful dismissal, as well as extraordinary damages relating to the matter of dismissal and the impact on the employee.
The three most viewed articles on HRinfodesk this week deal with the final updates on the 2014 compensation forecasts; the impact of a 2008 amendment to the Ontario Human Rights Code resulting in the first award from an Ontario court for human rights damages in a wrongful dismissal case; and how a fight instigator was terminated and others involved let off.
The Ontario Ministry of Labour (MOL) conducts inspections to ensure compliance with the Employment Standards Act, 2000 (ESA). The MOL targets employers in (as they put it) “sectors where there is a history of employment standards violations and where vulnerable workers are employed.” Thankfully, at least the MOL announces the targeted sector so that employers can prepare. This time, the target is the retail industry.
A recent decision of the Ontario Superior Court considered the termination of an employee of Open Text Corporation who had been working for Open Text and its predecessor corporations for 17 years. There was no agreement governing his employment with the first company and it received little updating through two more acquisitions. When he was terminated, he complained that the original contract was void due to the transitions and sued for common law notice…
Criminal record checks are often in the news, and the federal government was part of that news with recent changes to pardons (now called “record suspensions”) and a program that encourages employers to hire offenders. So we thought it would be a good time to ask our readers, “Does your organization conduct criminal record checks on potential candidates?”