First Reference company logo

First Reference Talks

News and Discussions on Payroll, HR & Employment Law

decorative image

Health and Safety

Cannabis legalization: Behind the smoke and mirrors

Whether you were looking forward to October 17, 2018 or whether you were dreading it, the recreational use of cannabis is now legal in Canada.

 

, , , , ,

How are employers affected by Alberta’s increased protections against sexual and domestic violence?

domestic-violence

In protecting themselves against future liability, employers may find themselves stepping in line with the government, paving the way towards creating safe and respectful work environments within which employees’ conduct is held to a higher standard.

 

, , , , ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with maximum pensionable earnings and Canada Pension Plan contribution rates for 2019, smoking and vaping signage and fringe benefits.

 

, , , , , , , ,

No smoking and no vaping signs required to be posted under Ontario’s smoke and vape-free legislation

The Ontario government has now made available information on the no smoking or no vaping signs required to be posted by employers and others on its website. There are three types of posting requirements under the smoke- and vape-free law, the Smoke-Free Ontario Act, 2017 and its accompanying regulation, Ontario Regulation 268/18.

 

, ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with eligibility for private health plans, salary increases in 2019 and sexual assault in the workplace.

 

, , , ,

What is undue hardship?

The right to accommodation at work in Canada is not absolute. Employers only have an obligation to accommodate disabled employees up to undue hardship and can therefore terminate or suspend disabled employees if the employee cannot be accommodated.

 

, , , ,

Q&A: Sharing liability of workplace parties for OHS violations

Is liability always charged independently to the employer (company) and supervisors or co-worker? Are each solely responsible for the charge? Can liability be passed on to the employer or is it the sole responsibility of the supervisor/co-worker to pay?

 

, , ,

Preparing for the legalization of recreational cannabis in Canada: What employers should know

On October 17, 2018, the federal government’s Cannabis Act comes into force, ushering in a new regulatory model for the possession and use of certain types of cannabis. At the same time, provincial governments will enact their own provincial cannabis statutes, such as Ontario’s Cannabis Act.

 

, , , , , ,

Granting intervener status in cases of sexual harassment – Victims can be more than just witnesses

In the recent Ontario Superior Court decision Render v. ThyssenKrupp Elevator, Master Andrew Graham found that an employee who claimed that a co-worker sexually harassed her could be granted intervener status at the co-worker’s trial for wrongful dismissal.

 

, , , ,

Legal recreational marijuana: how can you address the workplace risks?

Legal recreational cannabis Canada

More than half of employers are concerned about how the legalization of recreational marijuana will affect their workplaces and the risks they may face, according to new research by the Conference Board of Canada.
What about you?

 

, , , , , , ,

Just cause for dismissal: context is key

Determining what conduct amounts to just cause for dismissal is no easy task. In part this is due to just cause being inherently situation specific. When describing what may constitute just cause, employment lawyers often refer to extreme examples: think of situations where a public-facing employee makes repeated racial slurs to a customer or commits […]

 

, , , , ,

Q&A: Is an employer responsible if employee drives home while high after using prescribed marijuana?

What duty does the employer have with regard to an employee using medical marijuana during the workday and then driving home after work? What if an accident occurs?

 

, , , , , ,

“It ain’t over ’til it’s over”: When does illness frustrate a contract?

When an employee is out for a long stretch due to illness, it is always best to keep in periodic but regular communication with them, both to see how they are doing and to see if they know when they may be able to return to work.

 

, , , ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with the employer pay equity monitoring program, music and productivity at work and the Ontario Ministry of Labour’s stakeholder consultations for the Safe At Work Ontario strategy.

 

, , , ,

Countdown to Nov 1: Don’t miss MB’s due date for accessibility policies

Human resources professionals in most businesses are likely in the best position to quarterback this accessiblity policy development and training, but leaders throughout each business should collaborate in order to be able to clearly identify what barriers exist and what potential low cost/no cost strategies might best address such barriers.

 

, , ,

Previous Posts