At the beginning of a new year, it’s good to wonder what is in store in 2017 for HR law and payroll? Let’s discuss and provide practical steps HR and payroll can take to prepare for these trends and changes.
We are signing off with a list of the top 10 most read First Reference Talks posts 2016. Human rights issues and rules for termination notice seem to have been hot topics this year with several blog posts on the topics making it on the list. The top 10 most read First Reference Talks posts […]
Registration is now open for the 17th Annual Ontario Employment Law Conference, presented by First Reference and Stringer LLP on Thursday June 2, 2016.
Since 2008, Courts have wrestled with wrongful dismissal claims in which employees make claims of entitlements to damages beyond reasonable notice. One of these categories is punitive damages. Punitive damage claims are usually found where there are allegations of bad faith or vindictive treatment. Traditionally, such awards were handed out rarely, in cases viewed by the Courts as among the worst. However, recently Courts have been more inclined to hand out these damages, and in increasing numbers. A recent decision from the Ontario Superior Court of Justice is a prime example of this trend.
It is clear from the relevant statutory and regulatory provisions under the Employment Standards Act, 2000 that an employee whose contract is frustrated on account of illness or injury is entitled to both termination pay and severance pay.
Clear Path recently challenged what could be considered a precedent-setting decision from the Workplace Safety and Insurance Board (WSIB) that would have put certain employers at a serious disadvantage.
Three popular articles this week on HRinfodesk deal with wilful misconduct; family status and eldercare; and, criminal negligence causing death under OHSA.
The recent well-publicized transgender celebrities, and Emmy wins for the Amazon show Transparent, have put gender identity, gender expression, transsexual and transgender issues on the social and political agenda. Most employers should already have general anti-discrimination, anti-harassment and accommodation policies recognizing protected human rights grounds. So if an employer doesn’t have a transsexual or transgender employee, how important is it to have a specific policy dealing with transsexual, transgender, gender identity and gender expression? For some employers, it may be essential.
Three popular articles this week on HRinfodesk deal with Ontario AODA requirements for 2016; EI premium rates for 2016; and the duty to mitigate.
The applicant, Michele Macan, filed a human rights application alleging discrimination with respect to employment due to disability. The respondent, Stongco Limited Partnership, rejected the allegations, instead submitting that the applicant’s disability was “not a reason, a factor, or even considered in its decision to terminate the applicant”. The respondent alleged that her termination was […]
Early Bird Registration Now Open: 16th Annual Employment Law Conference. Come and learn the latest!
It is a commonly held belief that employees must provide two weeks’ notice when they resign from their employment. However, this blanket statement does not necessarily reflect the applicable legal requirements. While two weeks’ notice is appropriate in many cases, some employees may be required to provide less notice, and other employees may be required […]
A recent arbitrator’s decision concerned the enforceability of a pre-treatment agreement allowing an employer to terminate a unionized employee if he failed to abstain from the consumption of alcohol.
You’ve probably already heard about the Ontario Employment Law Conference coming up on June 10—that’s next Tuesday!—but have you registered yet?