Disability
June 17, 2013 Simon Heath Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Pensions and Benefits, Recruiting and Hiring,
Recently, an Ottawa-based tech company called Momentous Corp. has attracted national attention because it implemented a blanket policy against hiring smokers and advertises that it will hire non-smokers only. In order to reduce its health costs, Momentous prohibits the hiring of or allowing any smoking on its property during working hours…
Absenteeism, addiction, Disability, discrimination based on disability, employment law, hiring smokers, increased insurance costs, lost productivity, nicotine addiction, non-smokers, smoking, smoking ban, smoking during work hours, tobacco
June 6, 2013 Yosie Saint-Cyr Accessibility Standards, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Payroll, Standard for Employment, Standard for Information and Communications, Standard for Transportation, Wages and Compensation,
The three most viewed articles on HRinfodesk this week deal with Alberta’s upcoming minimum wage increase, how excessive absence resulted in culpable absenteeism and a reminder of Ontario AODA compliance requirements due January 1, 2014.
Accessibility for Ontarians with Disabilities Act, AODA Compliance, Attendance management programs, culpable absenteeism, Disability, employment law, Excessive absence, mental health disability, minimum wage, private or non-profit organizations, termination for an employee
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
April 10, 2013 Stringer LLP Accessibility Standards, Conferences, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Training and Development,
Recently, some of our clients received a notice from the government reminding them to file an Accessibility Report. This was an eye opener to employers who have let the Accessibility for Ontarians with Disabilities Act (AODA), Customer Service compliance deadlines slip through the cracks. Some simply forgot to file. However, others were reminded they have not yet implemented all the Customer Service Standard requirements.
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March 4, 2013 Michele Glassford Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Standard for Employment, Training and Development, Union Relations, Wages and Compensation,
On January 16, 2013, the Standards Council of Canada (CSA) published a new national standard dealing with psychological health and safety in the workplace. Although not a mandatory standard at this time, it is foreseeable that legislators, health and safety officers and inspectors, adjudicators and tribunals will be influenced by the standard when dealing with psychological and mental health issues in the workplace. In addition, such standards may be absorbed into the employer’s general duty to protect workers from harm in the workplace, which exists in all jurisdictions in Canada. Employers should also scrutinize their workplace operations, policies, procedures and processes under the auspices of the psychological health and safety system recommended in the standard.
Accessibility for Ontarians with Disabilities Act, Accessibility Standards PolicyPro, AODA, Benefits policies, CAN/CSA-Z1003-13/BNQ 9700-803/2013, CSA, Disability, Employee Relations policies, employer’s general duty to protect workers from harm in the workplace, employment policies, Employment Principles, Health and safety policies, HR practices, Human Resources PolicyPro, Integrated Accessibility Standards Regulation, mental health, Mental illness, national standard, Pay and Performance policies, persons with disabilities, policies, policies and processes, PolilcyPro, prevention, procedures, promotion and resolution, promotion of mental health, psychological health and safety in the workplace, psychological health and safety system, Standards Council of Canada, the following workplace policies may be of particular relevance to the prevention of psychological health and safety issues, The Human Resources Advisor
February 25, 2013 Yosie Saint-Cyr Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights,
As we can see by this article, employees requesting a religious accommodation can sometimes conflict with safety issues.
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February 21, 2013 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights,
The three most viewed articles on HRinfodesk this week deal with workplace discrimination due to childcare obligations, terminating a disabled employee on sick leave and the need to have clear written policies on employee conduct and discipline.
Canadian Human Rights Tribunal, Child care obligations, childcare obligations, childcare obligations do fall within family status, clear written policies, Disability, discrimination, duty to accommodate, employee conduct and discipline, employee on disability leave, employment law, family status, Federal Court of Canada, human rights law, Ontario Human Rights Tribunal, policies and procedures, sick leave, terminating an employee with a disability, termination, Termination process, termination with cause, terminations
February 14, 2013 Yosie Saint-Cyr Employee Relations, HR Policies and Procedures, Human Resources, Human Rights,
The three most viewed articles on HRinfodesk this week deal with an employer’s dress code, if a criminal conviction can be viewed as a disability and how guetto comments in the workplace can be construed as discriminatory.
canadian charter of rights and freedoms, Criminal convictions, criminal offence, Disability, discrimination, dress and appearance codes, dress code, duty to accommodate, ethnicity, Ghetto comments, offensive comments, Ontario Human Rights Tribunal, outfit was too casual for the workplace, policies and procedures, race, racism, Tatoos, termination
February 13, 2013 Adam Gorley Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation,
In January, I wrote about how large organizations in Ontario must prepare multi-year accessibility plans to comply with the Accessibility for Ontarians with Disabilities Act (by 2014). Well, those organizations (50+ employees) have also got to develop and implement relevant policies by 2014 as well, and that’s going to arrive sooner than you think. Small organizations (1–49 employees) have until 2015 to prepare policies.
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January 31, 2013 Yosie Saint-Cyr Employee Relations, Human Resources, Human Rights, Union Relations,
The three most viewed articles on HRinfodesk this week deal termination due to theft, The Canada Arbitration Board decision about fraudulent medical notes, and a termination substituted with a suspension.
10-day suspension, absence from work, Absenteeism, arbitrators, Disability, Disciplinary measures, discrimination, employment law, employment relationship, Federal Court of Canada, gambling addiction, medical notes, progressive discipline, termination, termination with cause, The Canada Arbitration Board
December 20, 2012 Yosie Saint-Cyr Accessibility Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for Transportation,
Ontario’s Accessibility Standard for Customer Service came into effect on January 1, 2012 for all businesses and not-for-profits in the province with more than one employee. If an organization has more than 20 employees, an online report must be filed by December 31, 2012 to demonstrate to the government that accessibility has been achieved under the Customer Service Standard. Many organizations are now asking “what comes next?”
accessibility, Accessibility Compliance Reporting tool, AODA, businesses, businesses and not-for-profits, December 31 2012 reporting deadline, Disability, employment law, Integrated Regulation, ontario, Ontario accessibility standards, persons with disabilities, ServiceOntario, small business, Small business practices
November 27, 2012 Occasional Contributors Employee Relations, HR Analytics, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Wages and Compensation,
We like to think we are all fair and objective. However, implicit bias is apparent in everyone, regardless of if you accept it or not. An Implicit Association Test by Project Implicit at Harvard Universityreminds us that while people don’t often speak their minds, we might actually not even know our minds. Are we purposely hiding something from others, or are we implicitly hiding something from ourselves? When it comes to strategic recruitment, implicit bias plays a big role. There have been countless implicit bias studies done in the field of recruitment and human resource development. Let’s take a look at a few standouts.
and Meritocracy in Organizational Careers, biases, classifications differentiate individuals and groups, compensation, Disability, disabled, discrimination, diversity, Equal Opportunity Employer, fictitious resumes, gender, Harvard University, Implicit Association Test, implicit bias, job postings, labour market study, language, merit-based reward, perception of race, race, recruitment and human resource development, strategic recruitment, workplace studies
October 4, 2012 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Wages and Compensation,
The three most popular HRinfodesk articles this week deal with 2013 EI rates, hypersensitivity to scent in the workplace and insurbordinate behaviour…
aggressive behaviour, Disability, discipline, Dismissal, Employment Insurance, HRinfodesk, hypersensitivity to scent, insubordinate behaviour, Last chance aggreements, smells in the workplace, terminations, workplace conduct and behaviour
September 17, 2012 Yosie Saint-Cyr Accessibility Standards, Employee Relations, Human Resources, Human Rights, Recruiting and Hiring, Standard for Employment,
On Thursday, September 13, 2012, the Ontario Human Rights Commission (OHRC) released Minds That Matter: Report on the consultation on human rights, mental health and addictions, which is the result of what they heard from the consultation across the province and sets out a number of key recommendations and commitments to address human rights issues that affect people with mental health disabilities or addictions.
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September 14, 2012 Suzanne Cohen Share Accessibility Standards, Human Resources, Human Rights, Standard for Transportation,
In the Integrated Accessibility Standards Regulation, under the Accessibility for Ontarians with Disabilities Act, there is the Standard for Transportation. Under this standard there is a section about courtesy seating in vehicles, specifically…
accessibility, Accessibility for Ontarians with Disabilities Act, communication strategy, conventional and specialized transportation service, courtesy seating, Disability, Integrated Accessibility Standards Regulation, people with disabilities, priority seating, public education campaign, sign about vacating courtesy seating, transit authorities, transportation, vehicles
Hi Corey, There are a number of legal considerations and precedents on citizen's arrest that need to be navigated and this is not the forum... – Jun 05, 4:21 PM
I hope and pray that immigration officials should consider the situation of live- in caregivers who are already here before January 1, 2014 but who... – May 30, 4:29 PM
Hi John, Thanks for your comment. Check out paragraph 67 of the decision: "Accordingly, none of what I have written above is to suggest or... – May 22, 4:38 PM
Most-viewed articles this week on HRinfodesk
February 14, 2013 Yosie Saint-Cyr Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, 0
The three most viewed articles on HRinfodesk this week deal with an employer’s dress code, if a criminal conviction can be viewed as a disability and how guetto comments in the workplace can be construed as discriminatory.
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canadian charter of rights and freedoms, Criminal convictions, criminal offence, Disability, discrimination, dress and appearance codes, dress code, duty to accommodate, ethnicity, Ghetto comments, offensive comments, Ontario Human Rights Tribunal, outfit was too casual for the workplace, policies and procedures, race, racism, Tatoos, termination