First Reference company logo

First Reference Talks

News and Discussions on Payroll, HR & Employment Law

decorative image

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.

, , ,

Modifications importantes à la Loi sur les normes du travail (Québec)

Le 6 avril 2018, nous avons publié un billet de blogue résumant les modifications principales proposées à la Loi sur les normes du travail du Québec par le Projet de loi no 176 – Loi modifiant la loi sur les normes du travail et d’autres dispositions législatives afin principalement de faciliter la conciliation famille-travail.

, , , , , , , , , , ,

Important amendments to an Act Respecting Labour Standards (Quebec)

On June 12, 2018, Bill 176 was passed and assented by the National Assembly. Since it includes numerous important amendments and differs from the version that was originally presented, we have reproduced certain provisions which may be of interest, following 8 general themes.

, , , , , , ,

Privacy Commissioner of Canada seeks feedback on breach reporting guidance

On September 17, 2018, the Office of the Privacy Commissioner of Canada (Privacy Commissioner) invited stakeholders to provide feedback on a draft guidance and draft breach reporting form entitled What you need to know about mandatory reporting of breaches of security safeguards by October 2, 2018.

, , , ,

Can an employer have a zero tolerance policy for marijuana? The Human Rights Tribunal weighs in

In one of the first cases to consider this issue the Ontario Human Rights Tribunal was faced with the question of whether a “zero tolerance” policy for marijuana consumption discriminated against a worker in a safety sensitive position who wanted to consume marijuana at work for medicinal purposes.

, , , , , ,

Canada aims to increase accessibility with Bill C-81

The Accessible Canada Act is to be the first federal accessibility law in Canada to further assist those will disabilities. Canada’s goal in implementing this act is to identify, remove and prevent barriers for people with disabilities to enhance full and equal participation of those with disabilities.

, , , , , , ,

Weed at work: What are your rights?

The law on marijuana is changing. However, employers who prepare themselves for the legalization of recreational marijuana should not be overly anxious. Of course, if preparation does not help calm your nerves, there will be a new (legal) way to mellow out come October.

, , , , ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with marijuana in the workplace, unpaid wages and employment insurance premium and reduction rates.

, , , , ,

Record human rights damage award for injury to dignity, feelings and self-respect: AB v Joe Singer Shoes Limited

The Human Rights Tribunal of Ontario has awarded a record $200,000 as a human rights damage award in the case of AB v Joe Singer Shoes Limited, where the employee suffered injury to dignity, feelings and self-respect resulting from repeated sexual assault and harassment.

, , , ,

Changing one’s mind about retirement

May an employee who has resigned her position of employment by way of a notice of retirement later rescind her written notice of retirement? If so, under what conditions may she do so?

, , , , ,

Goods news and bad news: ONCA rules on notice requirements during mass terminations

On September 19, 2018, the Ontario Court of Appeal released the decision of Wood v. CTS of Canada Co., and addressed several important issues surrounding mass termination events in Ontario. Specifically, the Court addressed the requirement to post prescribed notices at the commencement of the statutory notice period, that non-consensual overtime demands may dis-entitle employers to credit for working notice, and that notices of termination must always be clear and unequivocal in order to remain valid.

, , , , , ,

When should an employer conduct a workplace investigation?

Under the common law, and specifically under Sections 25(2)(h) and 32.0.5 of the Occupational Health and Safety Act (Ontario), every employer has a duty to conduct a workplace investigation after an incident of workplace violence has allegedly occurred. In other words, if an employer gets a complaint about violence at work, or if the employer witnesses violence at work, it must conduct an investigation.

, , , , , , , , , ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with Bill 148 and long-term disability benefits in the context of frustrating an employment contract.

, , , ,

Business purchasers use employment contracts to try to ‘cover their assets’ – Can it work?

In the case of Krishnamoorthy v. Olympus Inc., was the offer of employment by the new employer adequate consideration, thus creating a new binding contract?

, , , , ,

Creating a better onboarding process to ensure employees represent company values

Setting up an intentional and well-designed onboarding process is critical for companies who want staff to represent their company values. The first day and first several weeks on the job have a significant influence on whether employees embrace company values and whether they stay for the long haul.

, , , , ,

Previous Posts Next posts