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Human Resources

BC Government introduces new leave of absence protection under Employment Standards Act

The changes introduced by the BC government eliminate the conflict for provincially-regulated employees between the availability of 18 months of employment insurance benefits and only 12 months of job protection.

 

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Singer strikes back: Court of Appeal awards damages for lost bonus over 17 month notice period

There are several important takeaways from this decision for both employers and employees. The first is that the Court will carefully review bonus documentation for the parties’ intention to remove any entitlement after termination.

 

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Is drinking at work just cause for termination?

Just cause is the death penalty in employment law. Accordingly, in case of drinking at work, just cause can only be justified where the drinking at work causes grave concern.

 

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Official Day of Mourning to commemorate work related injuries and deaths

The Canadian flag on Parliament Hill will fly at half-mast on April 28. Workers will light candles, don ribbons or black armbands and observe a moment of silence at 11:00 a.m.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with constructive dismissal, workplace inspection blitzes and employment references.

 

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Workplace investigation alert: BC case shows how employers should NOT handle workplace harassment

A recent case from British Columbia, Wells v. Langley Senior Resources Society, is a useful example of how an employer should not handle workplace harassment.

 

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You found WHAT in the staff room? Handling marijuana use in the workplace before and after recreational marijuana becomes legal

Unusual things can occur in workplaces; however, employers can prepare for some of those things by instituting good policies and practices, particularly in advance of any anticipated change in legislation.

 

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HRTO confirms co-op student’s right to pursue interests

Co-op students may be covered by the “Code”, and should be afforded the same inalienable rights as all other employees during a potential interview or  co-op placement.

 

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2018 will be a pivotal year for employers and HR managers in Ontario – #LearnTheLatest

With most of the amendments of Bill 148 now in effect—along with significant updates to OHS and WCB provisions, the upcoming legalization of recreational marijuana, and more on the way—there are many substantial changes employers in Ontario have to deal with now and throughout 2018.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with safety inspection blitzes in Ontario, changes to the Ontario WSIA and Manitoba’s minimum wage.

 

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Ontario court overturns just cause dismissal and awards over $97,000 in damages

It is acknowledged by the courts that a just cause dismissal in employment law is tantamount to “capital punishment in the criminal justice system.” While just cause dismissal does require that a high threshold first be established, it will, in certain circumstances be an appropriate and necessary response.

 

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Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with the Remembrance Day Bill enactment, the release of the 2017 sunshine list, and the federal cannabis regulation consultation feedback report.

 

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Update on random drug testing in the workplace

It’s clear that in unionized environments the invasion of privacy imposed by random drug and alcohol testing will not be taken lying down. The drug and alcohol testing landscape is likely to get more complicated with the legalization of marijuana.

 

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Employer alert: Payroll costs in Ontario went up (again) on April 1, 2018.

Since April 1, 2018 Ontario employers have been required to pay temporary help agency workers and casual & part-time employers the same rate of pay as full-time employers performing substantially the same work unless an exemption applies.

 

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Recent updates on the legalization of marijuana

Employers may prohibit the use of recreational marijuana at work or during working hours and may also prohibit employees from attending work while impaired. Workplace rules regarding non-medical use of marijuana may be enforced through the application of the employer’s substance abuse and progressive discipline policies. Find out how.

 

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