To implement these measures, Budget 2017 proposes to amend the Employment Insurance Act. The Government also proposes to amend the Canada Labour Code to ensure that workers in federally regulated sectors have the job protection they need while they are receiving caregiving, parental or maternity benefits. Workers in provincially regulated sectors will have to wait and see if provincial legislation will also be changed to extend job protection for 18 months. Without job protection, the flexibility to receive EI benefits over a longer period of time will be meaningless.
There are a lot of moving parts when managing a WSIB claim, especially one that has become prolonged or complex. Most employers are aware that ensuring their company is compliant with Health & Safety best practices will likely result in reduced workers’ compensation costs. The same can be said with respect to important Human Resources practices and procedures. The problem is that busy claims managers sometimes lose sight of this while they attempt to juggle all the moving pieces of a claim.
The wage gap appears to be on the agenda. On October 8, Ontario Labour Minister announced that a Gender Wage Gap Steering Committee will commence public consultations across the province to examine the wage gap and how the role of women at work, at home and in the community are affected by the gender wage gap, as well as to “assess how government, business, labour, other organizations, and individual leaders can work together to resolve issues that may cause the wage gap.”
Three popular articles this week on HRinfodesk deal with unused vacation days; new maternity and parental leaves and EI benefits; and, employer obligations for election day.
On Tuesday, August 4 – the same day that Netflix stock hit a record high, the company announced a decision through its blog to provide paid maternity and paternity leave for its employees, up to one year.
Three popular articles this week on HRinfodesk deal with enhancing compassionate care (EI) benefits; consequences of not reinstating an employee to pre-leave position; and, British Columbia’s significant changes to the Workers Compensation Amendment Act.
On November 27, 2013, Quebec’s National Employment Insurance Review Commission released its report regarding the impact of the federal government’s 2012 changes to the Employment Insurance (EI) program. The report makes 30 recommendations, with three key recommendations calling for the provincial and federal governments to negotiate an agreement giving Quebec the power to manage its own EI system to meet the needs of the province’s labour market.
Politics over pragmatism? Job-protected leaves for the death and disappearance of child due to crime or a critically ill child
On December 14, 2012, the federal Helping Families in Need Act (formerly Bill C–44) received Royal Assent and provisions were proclaimed in effect on March 24, 2013 and June 9, 2013. That Act among other things, amended the Canada Labour Code to permit an employee to take a job-protected leave of absence without pay if the employee is the parent of a child who has disappeared or died and it is probable, considering the circumstances, that the child disappeared or died as a result of a crime.
The Nova Scotia government has tabled a new Bill which proposes to amend the Labour Standards Code to create new unpaid leaves for parents and guardians. If passed, Bill 3, the Support for Parents of Critically Ill or Abducted Children Act, will give employees the right to take the following unpaid leaves:
Damages for wrongful dismissal are intended primarily to compensate the dismissed employee for income lost due to the dismissal. As such, the amount of such compensation, whether as a result of a settlement or a judgment by the court is, prima facie, taxable.
Our federal government’s recent introduction of proposed reforms to the employment insurance system has prompted the expected furor from both sides of the debate…