personal emergency leave
September 19, 2017 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Wages and Compensation,
How much paid bereavement leave is an hourly employee entitled to in Ontario? And what constitutes “evidence reasonable in the circumstances” to demonstrate entitlement to personal emergency leave?
bereavement leave, Bill 148 the Fair Workplaces Better Jobs Act 2017, employment law, employment standards act, Entitlement to bereavement leave, evidence reasonable in the circumstances, illness of a family member, medical certificate, paid leave, personal emergency leave, reasonable evidence, statutory leave
July 27, 2017 Cristina Lavecchia Announcements and Administration, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll,
The three popular articles this week on HRinfodesk deal with: a new type of damage that was awarded against an employer after workplace harassment was proven, a case in which expert evidence was not needed to claim damages for mental injury, and the public hearings on Bill 148, Fair Workplaces, Better Jobs Act.
Bill 148, card-check certification, damages for harassment, employment law, establishing mental injury, fair workplaces better jobs act, general damages, human rights, loss of income, mental injury, mental suffering, Minimum wage increase, non-pecuniary damages, OHSA, personal emergency leave, psychological injury, public hearing, RCMP, test for harassment, tort of harassment, workplace harassment, workplace injury
June 8, 2017 Fred Stewart Conferences, Employee Relations, Employment/Labour Standards, Government Budgets, Throne Speeches and Plans, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Union Relations, Wages and Compensation,
Join Minister Flynn on June 20 at the Ontario Employment Law Conference to hear about the newly tabled The Fair Workplaces, Better Jobs Act and the Ontario government’s other plans for the 173 recommendations from the Changing Workplaces Review final report. This special luncheon presentation will be followed by a short question and answer period for conference attendees.
18th Ontario Employment Law Conference, 2017 Ontario Employment Law Conference, Bill 148, Changing Workplaces Review, Changing Workplaces Review final report, Compassionate Care Leave, employment and labour law, employment law, employment standards act, HR conference, HR policies, HRlaw conference, Labour Relations Act, Learn the latest, minimum wage, overtime, personal emergency leave, Stringer LLP, temporary help agencies, vacation
June 5, 2017 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Union Relations, Wages and Compensation,
We reported on the Government of Ontario’s release of the Changing Workplaces Review Final Report, which comprehensively reviewed Ontario’s Employment Standards Act, 2000 and Labour Relations Act, 1995. Today, the Government of Ontario announced its intention to introduce The Fair Workplace, Better Jobs Act, 2017 in response to the 173 recommendations provided by the Final Report.
card-based union certification, Changing Workplaces Review, employment law, minimum wage, personal emergency leave
May 25, 2017 Yosie Saint-Cyr Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Training and Development, Union Relations, Wages and Compensation,
On May 23, 2017, the Government of Ontario released the Changing Workplaces Review final report by authors C. Michael Mitchell and John C. Murray. It contains 173 recommendations that endorse significant changes to Ontario employment law aiming to create better workplaces with decent working conditions and widespread compliance with the law. The authors consulted with […]
Changing Workplaces Review final report, employment law, employment standards act, exemptions and exclusions to employment standards, hours of work, labour relations, Labour Relations Act, minimum wage, Ontario employment law, Ontario Ministry of Labour, paid sick leave, Part-time casual temporary seasonal and contract employees, personal emergency leave, Public Holiday Pay, Scheduling, temporary foreign workers, temporary help agencies, vulnerable workers, work-related issues
August 25, 2016 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
The Interim Report kicks off the next phase of the province–wide consultation on modernizing Ontario’s Employment Standards Act, 2000 and Labour Relations Act, 1995. Employers should note that August 31, 2016 is the deadline for submissions on the Personal Emergency Leave provisions of the ESA and October 14, 2016 is the deadline for all other submissions.
Changing Workplaces Review, employment and labour laws, employment law, employment standards act, Interim Report, Labour Relations Act, Ontario Ministry of Labour, personal emergency leave
January 24, 2014 Stuart Rudner, Rudner Law Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Wages and Compensation
“Bosses shouldn’t ask sick workers for doctor’s notes: OMA”; that was the recent headline in the Toronto Star. The press release from the Ontario Media Association has prompted reactions ranging from confusion to controversy and outrage, and it has left employers wondering if they can ever require that an employee provide “sick notes”.
absences from work, Absenteeism, attendance, canadian employment law, culpable absences, disability-related absences, disabled employee’s absences, discipline, doctors’ notes to justify absences from work, employees that abuse sick days, employers can always require medical documentation, Employers requiring doctors’ notes, Employers should not be abusive or harass employees, employment law, flu season, Human Resources Professionals Association, innocent or non-culpable absences, legitimacy of a medical absence, personal emergency leave, sick day, sick leaves, termination, time off work
January 6, 2014 Michele Glassford Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Wages and Compensation
It is a rare day when Canadians are not thinking about weather, especially in January. Canada is a country of extremes in the weather department and although employers in Victoria, British Columbia may have completely different weather considerations than employers in Newfoundland and Labrador or the Northwest Territories, all employers should consider how weather extremes may affect the workplace.
absence, adverse weather policy, canadian employment law, Company Vehicles, Emergencies and Business Interruptions, Emergency Leave-Declared Emergencies, employees’ attendance, employers should consider how weather extremes may affect the workplace, employment law, extreme heat, flexible work arrangements, flooding, Health and safety policies, Human Resources PolicyPro, ice storms, lateness and absenteeism policies, lateness or absence caused by snow days, personal emergency leave, personal protective equipment, policy for Emergency Leave-Declared Emergencies, Snowstorms, weather that may affect the operation of the workplace, weather-related policies, wildfires, workers are exposed to extreme heat or cold
March 27, 2013 Christina Catenacci Employee Relations, Employment/Labour Standards, Human Resources, Union Relations
An employee left work early for an emergency dental appointment without notifying her employer. Should the employee be terminated immediately?
10 personal emergency leave days, advise the employer of the need to take the leave, advising the employer, collective agreement, deemed termination clause, dental emergency, emergency medical situation, employment agreement, employment contract, employment law, employment standards act, family members, injury or medical emergency, Labour Law, leave of absence, leave of absence without pay, Notice, Notice of leave, personal emergency leave, Personal emergency leave provisions, personal illness, regular working hours, Section 50 of the Ontario Employment Standards Act, termination, terminations, union launched a grievance, urgent matter
December 3, 2012 Michele Glassford Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
Employees’ personal lives seem to interfere with their working lives significantly (many of us might say it’s the other way around!). Employees are facing increased responsibility outside the workplace, whether to children, aging parents, military service or many other pressures of their personal lives.
bereavement leave, Compassionate Care Leave, culpable and non-culpable absences, discrimination, duty to accommodate, employee absenteeism, employee attendance, Employees’ personal lives, employer-provided leaves, employment law, jury duty leave, legislative provisions requiring employees to be paid, maternity and parental/adoption leave, Military leave, organ donor leave, paid leave, Paid time off, personal emergency leave, responsibility outside the workplace, sick leave, Statutory Holiday, Statutory leaves, vacation provisions, Work/life balance
This article has raised some important points regarding organizational culture. It actually opens the pandora's box to the effort required. Many organizations talk the talk... – Sep 01, 6:22 PM
From experience, gathering medical information can be difficult for employers. It requires consent of the employee, which (often because of circumstances of substance use/abuse) is... – Aug 09, 9:05 AM
