When a respondent is first made aware that a Human Rights application has been filed against them, often their first response is to deny any accusations and to request a summary hearing in hopes of disposing of the matter at the outset. While such hearings may be requested, it does not always work to the advantage of the respondent. Such was the case in the recent Interim Decision of Lomotey v. Kitchener Waterloo Multicultural Centre.
When the Ontario Immigrant Nominee Program (“OINP”) announced the termination of its Investor Stream on October 29, 2015, it promised that it would create new Entrepreneur and Corporate Streams to replace it. On December 18, 2015, the OINP published complete eligibility criteria and application guidelines for these two new business streams.
On November 16, 2015, the Ontario Immigrant Nominee Program (“OINP”), formerly known as the Ontario Provincial Nominee Program, announced that it has exhausted its base stream allocation for 2015. Between November 16th, 2015 and January 3, 2016, the program will not accept any new employer pre-screen applications or applications under the Master’s Stream or PhD Stream. Any applications received during this time period will be returned to the applicant. The OINP will begin accepting new applications under all these streams on January 4, 2016.
On October 29, 2015, the Ontario Immigrant Nominee Program (“OINP”), formerly the Ontario Provincial Nominee Program, announced that the Ontario Ministry of Citizenship, Immigration and International Trade is redesigning its OINP business streams. As a result, it has terminated its existing Investor Stream. However, applications for its redesigned Corporate Stream and Entrepreneur Stream will be accepted in the Fall of 2015.
On June 3, 2015, the Ontario government has tabled Bill 113, Police Record Checks Reform Act to eliminate unnecessary barriers to employment, education and volunteer opportunities resulting from the inappropriate release of non-conviction or mental health information disclosed during a police record check.
Regular guest blogger Henry J. Chang announces his campaign for bencher of the Law Society of Upper Canada
Henry J. Chang is running for bencher (i.e. director) of the Law Society of Upper Canada…
You’d probably be fair in thinking that a deaf, gay Aboriginal man can have a hard time getting a break, but Darryl Wesley seems like the type of person who doesn’t let obstacles get in his way. Nonetheless, when he was terminated from a landscaping job in North Bay, Ontario…
Last month brought some tragic reminders of the reality of workplace violence and harassment and the obligations that employers have under Occupational Health and Safety Act).
Accessibility for Ontarians with Disabilities Act (AODA) aims to make the province of Ontario fully accessible for people with disabilities by 2025. Since the AODA became law in 2005, Ontario has established accessibility standards for customer service, information and communications, employment, transportation, and the built environment: design of public spaces. There are currently two separate reviews of Ontario’s accessibility laws underway:
Opposition MPP Jonah Schein has introduced a private member’s bill to place stricter limits on unpaid internships in Ontario. Bill 170, Employment Standards Amendment Act (Greater Protection for Interns and Vulnerable Workers), 2014, doesn’t seek to eliminate unpaid internships entirely, but rather hopes to make employers more accountable and give interns (and students) more legal clout.
Three of the most popular articles this week on HRinfodesk deal with Alberta’s compassionate care leave; a reprisal claim for allegation of harassment under OHSA; and accumulated unused sick leave payout.
In a recent decision Hydro One Networks Inc. v. Thisdelle 2013 CanLii 67867, the Ontario Labour Relations Board (“OLRB”) has upheld the decision of a Ministry of Labour Inspector (“MOL Inspector”) to issue a ticket against a Hydro One transportation and utility vehicle on the basis that the vehicle in and of itself constituted a “workplace” and therefore fell within the jurisdiction of the Occupational Health and Safety Act (“OHSA”). This decision gives a broad definition to “workplace” and no doubt means that other vehicles will fall within the jurisdiction of the OHSA.
A new regulation under Ontario’s Occupational Health and Safety Act mandates basic safety awareness training for all Ontario workers and supervisors – with a specific focus on small business and vulnerable workers.
Readers of this blog have read of the difficulty encountered by employers in Ontario in drafting and enforcing non-competition covenants. The obstacles to enforcing such covenants were highlighted in a decision of the Superior Court released on April 5, 2013, the employer was faced with a concerted effort by three of its employees to open a competitive business within its market…