Employment/Labour Standards
May 17, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation,
On Monday May 20, 2013, most Canadians get a day off work with pay on what is called Victoria Day.
Canada, Day off with pay, employment law, general holiday, Patriots' Day, Public Holiday, Statutory Holiday, Time off with pay, Victoria day
May 16, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Wages and Compensation,
The three most viewed articles on HRinfodesk this week deal with differential treatment in the workplace, how an employee’s dishonesty and breach of confidentiality during a workplace investigation led to termination for cause and how a settlement was easily characterized as a retiring allowance.
Adverse treatment, Disability, discrimination, dishonesty, dismissing for just cause, duty to accommodate, employee’s dismissal, employment law, human rights tribunal, involuntary retirement, just cause, leave of absence, long absence, Pensions and Benefits, retiring allowance, Return to work, settlement, severance payment, tax withholding, termination, terminations, Treating employee negatively, workplace investigation
May 14, 2013 Doug Macleod Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Wages and Compensation,
Did you know that the Employment Standard Act (ESA) applies to work performed outside Ontario that is a continuation of work performed in Ontario?
continuation of work performed, Employee travel time, employment contract, employment law, Employment Standard Act, hours of work, overtime benefit, overtime hours, travel outside Ontario as part of their job, Working outside of Ontario
May 13, 2013 Simon Heath Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Source Deductions and Reporting, Wages and Compensation,
A situation that arises all the time is whether an employer can deduct the full amount of a loan, an overpayment, the cost of faulty work, cash shortages or stolen goods or the costs of their uniforms. The issue of employer deductions is governed by section 13 of the Ontario Employment Standards Act (ESA) and a clear understanding of the rules will avoid disputes and potential claims by the employee to the Ministry of Labour, Employment Standards Branch.
deductions from an employees pay, employment agreement, employment law, employment standards act, express consent, garnish an employee’s wages, garnishment, legitimate deductions, Ministry of Labour, ontario employment standards act, overpayment of wages, repayment of a loan, statutory deductions to wages, wages, Wages Act
May 9, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Union Relations,
The three most viewed articles on HRinfodesk this week deal with the difficulty of characterizing the employment relationship as that of independent contractor, the taxability of employer-paid membership fees and the high price of age discrimination.
age discrimination, Canada Revenue Agency, control over the workers’ work, duty to accommodate, employee v. self employed, employer-paid membership fees, employment law, end of careers, federal court of appeal, income tax, independent contractors, labour relations, management of employees, membership fee, retire at the age of 65, senior employees, succession plans, Taxable benefits, taxable income
May 8, 2013 Stringer LLP Employee Relations, Employment/Labour Standards, Human Resources, Recruiting and Hiring,
When a company purchases another business, it is important to consider the legal implications respecting the status of employees. The Ontario Superior Court recently decided a case regarding the validity of an employment contract where an employee had signed an agreement with his former employer but never executed a new agreement when the company was purchased by another business. The plaintiff argued that the employment contract only governed the previous employment relationship. The Court disagreed, finding that the terms of the employment contract still applied.
2013 Ontario Employment Law Conference, breach of the employment contract, business being purchased, company purchases another business, employment agreement, employment contract, employment contracts, employment law, employment relationship, employment standards act, ESA notice, First reference, Learn the latest, non-competition, non-solicitation agreement, Notice of termination, one month sabbatical, restrictive covenants, Stringer LLP, sucessor employer, sufficient notice of termination, Termination clause, termination of employment, terms and conditions of employment, terms of the employment contract
May 6, 2013 Alison J. Bird Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits,
The Nova Scotia government has tabled a new Bill which proposes to amend the Labour Standards Code to create new unpaid leaves for parents and guardians. If passed, Bill 3, the Support for Parents of Critically Ill or Abducted Children Act, will give employees the right to take the following unpaid leaves:
35 weeks of EI benefits, 37-week unpaid leave, child has died due to a probable Criminal Code offence, child is missing due to a probable Criminal Code offence, Compassionate Care Leave, EI benefits, Employment Insurance program, employment law, labour standards code, leave of absence, Minister of Labour and Advanced Education, Nova Scotia, to take care of a critically ill or injured child, unpaid leave, unpaid leaves, unpaid leaves for parents and guardians
May 3, 2013 Stuart Rudner Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Wages and Compensation,
Dismissals for cause can be one of the most interesting and challenging issues within the world of HR. While some companies have simply given up, I often say that “just cause is not a lost cause”.
allegations of incompetence, delinquent employee, Dismissals, Dismissals for cause, employment law, incompetence, incompetence as just cause, Job performance, job was in jeopardy, just cause, poor performance, reasonable opportunity to improve, summary dismissal, termination, terminations, wilful disobedience
May 2, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring,
The three most viewed articles on HRinfodesk this week deal with the drafting of termination clauses to exclude benefits, a collision involving two employees in the employer parking lot entitling them to WSIB benefits and the right of employers to hire employees with certain language skills.
benefit continuation, drafting of termination clauses, employer's parking lot, employment contract, employment law, hiring employees, HR Law, HRinfodesk, in the course of employment, language discrimination, limiting employee entitlement, Ontario Workplace Safety and Insurance Appeals Tribunal, Termination clause
May 1, 2013 Michele Glassford Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Recruiting and Hiring, Union Relations,
The recent decision by an Ontario Small Claims Court (Cao v. SBLR LLP) , even though only at the small claims court level and unlikely to set any legal precedent, is nevertheless a reminder to employers and employees alike that we often tend to assume things about the law which are not true, only to be surprised by the facts when an aggrieved employee decides to challenge an employer’s action.
Cao v. SBLR LLP, common law notice, employment contract, employment standards act, fitness for the job, just cause, Notice of termination, Ontario Small Claims Cour, policies and practices dealing with employment contracts, policies and procedures, probationary employees, probationary period, reasonable notice, suitable for the job, terminated "at will", termination, terminations, terms and conditions of employment, the doctrine of "just cause", three months of employment
April 25, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development, Union Relations,
The three most viewed articles on HRinfodesk this week deal with dishonesty as cause for employee termination, the new CSA national OHS training standard and how ongoing tardiness and breach of trust justified termination for cause
Alberta Board of Arbitration, breach of trust, Canadian Standards Association, chronic lateness, CSA OHS training standard, CSA Z1001 – Occupational Health and Safety Training, Employee dishonesty, employee termination, employment law, employment relationship, just cause, Labour Law, Occupational Heal and Safety Training, OHS Training, Ongoing tardiness, right to terminate an employee for cause, severance, termination, termination for cause, termination pay, termination with cause, terminations, training obligation, wrongful dismissal
April 22, 2013 Occasional Contributors Corporate Immigration, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Recruiting and Hiring,
In the wake of the RBC’s temporary foreign worker debacle, and Prime Minister Harper’s temporary foreign worker program reform, what are the implications of outsourcing Canadian jobs in favour of temporary foreign workers? The implications for Canadian workers and recruitment are telling.
employment law, Federal Skilled Worker Program, Foreign workers, hiring temporary foreign workers, HR issues, labour shortages, laid off employees, outsourcing, outsourcing Canadian jobs, outsourcing contract, RBC, recruitment, temporary foreign worker, Temporary Foreign Worker Program, termination, terminations
April 18, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Union Relations, Wages and Compensation,
The new Saskatchewan Employment Act clearly defines the rights and responsibilities of employees, employers and unions… The new Act will improve Saskatchewan’s labour legislation to better protect workers, promote growth and increase accountability
employment contracts, employment law, employment relationships, Employment Standards Reform, Industrial Relations, Labour Law, labour relations, labour standards act, occupational health and safety act, Saskatchewan Employment Act
April 18, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Union Relations, Wages and Compensation,
The three most viewed articles on HRinfodesk this week deal with how a probation period is an opportunity to demonstrate skills, an employer’s failure to prevent workplace harassment. and a Human Rights Tribunal decision to reinstate a terminated employee after the employer failed to accommodate.
Alberta, Alberta labour arbitrator, damage award, discrimination, duty to accommodate, employee rights, employee with a disability, employment law, employment relationships, Failure to accommodate, Ontario Human Rights Code, Ontario Human Rights Tribunal, Ontario Occupational Health and Safety Act, Probation period, probation periods, probationary period, reinstatement, Workplace discrimination, workplace harassment
April 11, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Privacy and Security, Union Relations, Wages and Compensation,
The three most viewed articles on HRinfodesk this week deal with the court calling into question the termination without notice of a probationary employee, how the law around references is changing and how a mistake in a contract led to constructive dismissal.
Cao v. SBLR LLP, constructive dismissal, dismissed without any notice of termination, dismissing probationary employees, Employee performance, employer references, employment contract, employment law, fitness for the position, hours of work, no termination notice, Ontario Labour Relations Board, Ontario Small Claims Court, overtime, overtime hours worked, overtime pay, performance reviews, Probation period, probationary employee, probationary period, termination notice, unpaid wages, wrongful dismissal
Good day, I have just recently started a new job in the Position of Regional Loss Prevention Manager. I am a former Military Police Officer... – May 16, 7:14 AM
Sarnia lawyer targeted by opposing party in family estate settlement: http://www.sunnewsnetwork.ca/archives/sunnews/canada/2013/05/20130510-133258.html – May 10, 2:12 PM
