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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: a worker’s entitlement for chronic pain disability, corporate income tax changes to curb income sprinkling issues and an employee’s rejected appeal for dismissal of his wrongful termination action.

 

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PHIPA fines in the workplace

This spring the largest penalty to date was issued under Ontario’s Personal Health Information Protection Act (PHIPA). A social work student was convicted of accessing personal health information without authorization, and ordered pay a $20,000 fine and a $5,000 victim fine surcharge.

 

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Protecting employees from third-party harassment

Even if an employer is not fully successful at the end of the day, the moral boost to workers of knowing that their employer is willing to go to bat to stop harassment in its tracks cannot be overstated.

 

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A six step guide to employee recognition

Have you ever wondered how you could implement an employee recognition program and why you would need one?

 

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Video cameras in the workplace – The Vigi Santé Ltée decision: The Court of Appeal weighs in

The presence of video cameras in the workplace, as well as other measures of surveillance put in place by employers, have generated considerable commentary in recent years in Quebec. Administrative and civil tribunals are increasingly called upon to rule on the legality of these measures which are increasingly accessible to employers, as well as to assess their probative value in the context of the administration of evidence.

 

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Caméras vidéo en milieu de travail – L’arrêt Vigi Santé Ltée : La cour d’appel se prononce

La présence de caméras vidéo en milieu de travail, ainsi que d’autres mesures de surveillance mises en place par un employeur, font couler beaucoup d’encre depuis quelques années au Québec. En effet, les tribunaux administratifs et civils sont de plus en plus appelés à se prononcer sur la légalité de ces mesures dorénavant accessibles aux employeurs, ainsi qu’à en évaluer la force probante dans un contexte d’administration de la preuve.

 

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Is the first Monday in August considered a statutory holiday?

Is the first Monday in August considered a statutory holiday in your jurisdiction? This year, the first Monday is August 4.

 

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Talking damages: Put your money where your mouth is

When it comes to human rights cases, awards for general damages are often less than $10,000, even though the $10,000 cap on general damages was removed almost a decade ago.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: a warning from the Privacy Commissioner not to reuse passwords, a company that contravened privacy law by releasing the results of an employee’s drug test and Alberta’s investigation of serious workplace health and safety incidents.

 

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Privacy Commissioner provides some tips for businesses regarding passwords

The Privacy Commissioner Canada has recently released some tips for mitigating risk to businesses involving passwords. One main problem is that individuals use the same password for multiple accounts – this puts them at a much higher risk of experiencing a breach.

 

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Major issues with minor provisions – Child leaves

Ontario’s Bill 148 “Fair Workplaces, Better Jobs Act, 2017″ was introduced on June 1, 2017 and it is assumed that with the Liberal majority, it will pass into law in the fall. The bill proposes a few changes to leave entitlements in Ontario which are a step in the right direction but which in my opinion still contain an inexplicable flaw, common in most provinces.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with: a new type of damage that was awarded against an employer after workplace harassment was proven, a case in which expert evidence was not needed to claim damages for mental injury, and the public hearings on Bill 148, Fair Workplaces, Better Jobs Act.

 

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E.T. v. Dress Code Express Inc., the “Code” as applied to minors

The Ontario Human Rights Code is extensive in its efforts to protect persons within Ontario, and may apply to minors in the workforce. Regardless of the age of the employee, chances are they are covered by the “Code,” and their rights may be enforced if not by the employee, then by a litigation guardian. Age as well as the other protected grounds, is not an excuse or invitation for abuse.

 

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Cannabis in the workplace

On April 13, Bill C-45 – An Act respecting cannabis and to amend the Controlled Drugs and Substances Act, the Criminal Code and other Acts, also known as the Cannabis Act – was introduced and read in the House of Commons.

 

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Le cannabis en milieu de travail

Le 13 avril dernier, le projet de loi C-45 – soit la Loi concernant le cannabis et modifiant la Loi réglementant certaines drogues et autres substances, le Code criminel et d’autres lois ou la Loi sur le cannabis – fut déposé et lu à la Chambre des communes. La Loi sur le cannabis prévoit, entre autres, certaines modalités visant à légaliser et à réglementer la production et distribution du cannabis à des fins médicales et récréatives.

 

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