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Statutory leaves

Ontario’s employment and labour law reform Bill continues to undergo changes

Just as the summer winds down, we have an update on Bill 148, the Fair Workplaces, Better Jobs Act, 2017. Those who tuned-in for the McCarthy Tétrault webinars on Bill 148 will recall that public consultations were to be held across the province in July to elicit feedback on the draft Bill.

 

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Addressing the effect that two new proposed Ontario statutory leaves may have on your organization #learnthelatest

First Reference Talks readers and 2016 Employment Law Conference attendees were introduced to two new proposed leaves in Ontario, Employee Leave of Absence When Child Dies and Domestic and Sexual Violence Workplace Leave. In order to get a further grasp on what the two new proposed leaves would mean for employers, I went to employment law lawyer Frank Portman of Stringer LLP to ask a few questions I thought our readers would want answers to.

 

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2016 – Looking forward, looking back

As the first blog post of the year, I thought it apt to first wish everyone a very happy, healthy and prosperous New Year and second, to take the opportunity to take a quick look back and a long look forward at what might be coming down the road this year in human resources policy.

 

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Three popular articles this week on HRinfodesk

Three popular articles this week on HRinfodesk deal with changes to employment agreements; consequences of employee comments; and, opinions from non-doctor health and medical professionals.

 

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What employers need to know about opinions from non-doctor health and medical professionals

The recent admission of a large number of new health professions to those recognized in the Ontario Regulated Health Professions Act, which governs who can provide medical services in Ontario, raises fresh questions for employers as to what they should do with medical documentation from health care or medical practitioners who are not traditional doctors. Must they be given the same weight as doctor’s notes or letters? Do they need to be given any consideration at all?

 

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From the desk of the HR Manager: Regular attendance

Regular attendance is key to maintaining a successful, productive organization. A full-time job cannot be performed by a part-time employee. An employee should be expected to come to work ready to perform the requirements of their job every day; excessive tardiness and absenteeism cannot be tolerated. Managing employee attendance is critical in maintaining an efficient and effective workforce, and creates a number of challenges for organizations.

 

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New leaves coming under Ontario’s Employment Standards Act

On April 29, 2014, Bill 21, the Employment Standards Amendments Act (Leaves to Help Families), 2014, received royal assent and will come into force six months after assent, on October 29, 2014.

 

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No perfect attendance bonus to employee on workers’ compensation leave of absence

Managing absenteeism and dealing with the associated costs are among the most difficult things employers face. Accordingly, many employers try to incentivize employees to improve their attendance by providing bonuses based on meeting attendance thresholds. Seems simple enough. However, what if an employee is off work on a disability leave? That employee is off work through no fault of his/her own yet otherwise had perfect attendance. Should such an employee be able to claim the attendance bonus?

 

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Three of the most popular articles this week on HRinfodesk

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.

 

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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.

 

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Understanding the rights of pregnant employees in Ontario

Pregnant employees or those employees intending to become pregnant, enjoy significant protection under various provincial and federal statutes. This article will explore the protections provided by the Ontario Human Rights Code, Employment Standards Act, and the Employment Insurance Act.

 

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Leave related to the death or disappearance of a child

Effective January 1, 2013, under the Canada Labour Code, federally-regulated employers must provide employees who have completed six consecutive months of continuous employment; and, under the Manitoba Employment Standards Code, provincially-regulated employers must provide employees who have completed 30 days of continuous employment, with:

 

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Most-viewed articles this week on HRinfodesk

The three most viewed articles on HRinfodesk this week deal with the end of production of the Social Insurance Number card, changes to the old age security pension plan and Ontario introducing three leaves of absence to help families.

 

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Deciding whether to offer a paid leave, there are many considerations

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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.

 

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How do you count length of service/seniority in relation to employee leaves of absence?

There is significant confusion regarding how periods of leave are to be treated when entitlements are based upon length of service; this included the amount of notice of dismissal that may be required…

 

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