anna aceto-guerin
June 17, 2014 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
After a recent Federal Court of Appeal ruling, employers are now faced with the responsibility of accommodating employee requests relating to childcare – providing it does not cause the employer undue hardship. This is the first time a ruling seems to clarify what employers’ obligations are when it comes to accommodation based on family status under human rights legislation. But is this too much for employers?
Accommodating Childcare, anna aceto-guerin, Canadian Human Rights Tribunal, Child care obligations, Clear Path Employer, clear path employer services, compensation, Due diligence, duty to accommodate, Employer Implications, employment law, family status, Family Status Accommodation, Family Status Discrimination, federal court of appeal, Human rights complaint, Is accommodation too much?, Legal Obligation, lost wages, Parental Obligation, reasonable efforts
May 20, 2014 Clear Path Employer Services Employee Relations, Health and Safety, Human Resources, Penalties and Fines, Training and Development
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).
Act of Violence, anna aceto-guerin, Bill 168, British Columbia, Clear Path, Clear Path Employer, clear path employer services, clearpath, compliance, Develop Policies, Dismissal Meeting, employer obligations, employment law, History of Violence, legislation, Legislative Changes, ontario, Ontario Occupational Health and Safety Act, Policy Development, procedures, Reporting an Incident, risk assessment, Severance pay, Toronto, Western Forest Products, workplace, Workplace Death, workplace violence, workplace violence and harassment
April 21, 2014 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Union Relations, Wages and Compensation
It seems a lot of heated HR issues have begun to resurface in the news recently. From the accommodation of medical marijuana to the legality of unpaid internships, these are some issues that have been plaguing HR professionals in recent years.
accomodation, alcohol testing, anna aceto-guerin, clear path employer services, compliance, drug testing, Health Canada, hootsuite, HR issues, hr proefssional, medical marijuana, Ontario Ministry of Labour, random alcohol and drug testing, RCMP, suncor energy, Supreme Court of Canada, toronto life, unifor, unpaid internships, walrus, workplace
March 21, 2014 Clear Path Employer Services Accessibility Standards, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment, Standard for Transportation
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:
accessibility, Accessibility for Ontarians with Disabilities Act, anna aceto-guerin, AODA, Clear Path, clear path employer services, Dean Moran, disabilities, feedback, Independent review, Legislative Compliance, Ministry of Labour, ontario, Proposed Amendments, public consultation, standards, Written Submisions
February 21, 2014 Clear Path Employer Services Health and Safety, Human Resources, Recruiting and Hiring, Training and Development
The Occupational Health and Safety Awareness and Training Regulation (O. Reg. 297/13), will come into effect on July 1, 2014, allowing workplace parties time to prepare. This blog post will provide you with more information about this regulation, an overview of your new training obligations, and identify a number of resources that you can use to assist you in becoming compliant.
anna aceto-guerin, basic occupational health and safety awareness training program, Clear Path, clear path employer services, Common workplace hazards, employers, health and safety training, HR consultants, Ministry of Labour, MOL, occupational health and safety act, Occupational Health and Safety Awareness and Training Regulation, Occupational Illnesses, OHSA, Publications Ontario, regulation, Stephanie Leger, Supervisor Health and Safety Awareness, Supervisor Training, training, training materials, Training Obligations, WHMIS Regulation, Worker Hazards, Worker Health and Safety Awareness, Workplace Health and Safety Awareness, wsib
January 17, 2014 Clear Path Employer Services Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Recruiting and Hiring, Standard for Employment, Training and Development
More and more we’re seeing the modern workplace make the shift from a traditional, individualized office space design to something more open-concept and collaborative. Take a moment to Google a few innovative or up-and-coming companies in the communication or technology spheres. It’s very likely that one or more of these companies will offer a virtual tour of their office space for potential candidates, using words like “fun”, “innovative”, and “collaborative” to describe the working environment.
anna aceto-guerin, Bloomberg Businessweek, clear path employer services, collaboration, collaborative office, communication, CPES, decline in productivity, disability management, employee engagement, Employee satisfaction, Experts, generational gap, HR consultants, HR professional, innovation, Millennial, mission-oriented, modern workplace, office design, office space, open office, open-concept office, optimal office design, Privacy in the workplace, productivity, pros and cons, speech privacy, Stephanie Leger, survey results, working environment, Workplace of the Future
December 13, 2013 Clear Path Employer Services Employee Relations, Health and Safety, Human Resources, Notice, Damages and Settlements, Payroll
Ashley Madison, the world’s leading website for married people seeking extramarital affairs, recently made headlines when a former employee sued the Canadian-based organization for $20-million for injuries sustained while creating fake profiles of women for the site. Doriana Silva was hired by Ashley Madison to help launch a Brazilian version of the dating site. Shortly […]
20 Million Dollar Lawsuit, anna aceto-guerin, Ashley Madison, Bill 119 Mandatory Coverage, claim, clear path employer services, Clearance Number, construction industry, Coverage, disability management, Employee Injury, insurance, Legal Battle, workplace injury, wsib
November 22, 2013 Clear Path Employer Services Health and Safety, Human Resources, Payroll, Source Deductions and Reporting
Elizabeth Witmer, who has held the position of WSIB chair for over a year now, recently reported that the WSIB has made significant progress in the quality of service it provides to Ontario workers and employers.
anna aceto-guerin, claims management, clear path employer services, Cost Relief, disability management, Elizabeth Witmer, employers, employment law, Hard Reality for Employers, Investment Fund, NEER, NEER Statement, NEER window, Obtaining SIEF Cost Relief, Premium Rates, Progress, Reduced Expected Costs, Reserve Factor Table Changes, Reserve Factor Tables, SIEF, unfunded liability, workers compensation, Workplace Safety and Insurance Board (WSIB), wsib, WSIB Policy 14-05-03
October 21, 2013 Clear Path Employer Services Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Standard for Customer Service, Training and Development
Companies all across Ontario are getting a big wake-up call from the Ministry of Economic Development, Trade and Employment when it comes to AODA compliance. The realization that this isn’t something that can just be dismissed is beginning to sink in.
accessibility, Accessibility Directorate of Ontario, Accessibility for Ontarians with Disabilities Act, accessibility policies, accessibility standard for customer service, accessibility training, anna aceto-guerin, AODA, AODA Compliance, AODA training, businesses, Clear Path, clear path employer services, customer service, customer service accessibility compliance report, Disability, disability management, employment law, HR consultants, Ministry of Economic Development Trade and Emploment, persons with disabilities
September 20, 2013 Clear Path Employer Services Employee Relations, Health and Safety, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation
Ever had a worker appeal a decision from the WSIB? Did you decide to participate? What are the implications of not participating?
anna aceto-guerin, appeals resolution officer, claims management, complex claims, disability management, importance of participating in worker appeal, loss of earnings, loss or earnings or entitlement, NEER, NEER window, Ontario Workplace Safety and Insurance Appeals Tribunal, preparing for appeal, reversal of decision, Senior Disability Management, surcharge, worker appeal, workers compensation, WSIAT, wsib, wsib appeal, WSIB benefits, WSIB decision
August 26, 2013 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Human Rights
A recent poll from recruitment marketing firm Employment Office has revealed that most employees don’t appreciate office gossip. In fact, a surprising 63 percent feel that a colleague has taken gossip too far on more than one occasion. Not only does this put a damper on employee morale, office gossip also impacts productivity levels and can lead to resentment among some employees.
anna aceto-guerin, build social relationships with colleagues, Clear Path, clear path employer services, code of conduct, communication, Disciplinary measures, discplinary policy, employee morale, gossiping, management, office gossip, policies and procedures, productivity, rumors, speculation, the low-down on workplace gossip, workplace, workplace gossip, workplace harassment
July 29, 2013 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, International HR Law, International Payroll, Payroll, Recruiting and Hiring, Wages and Compensation
If you’ve been following sports at all this month, you’ve likely heard about the number of high profile arrests involving members of the National Football League. This string of charges leads us to the question of how much responsibility, if any, an employer has for an employee’s behaviour outside of the workplace.
aaron hernandez, anna aceto-guerin, anti-harassment policies, Ausar Walcott, Clear Path, clear path employer services, Did the company exercise reasonable care to prevent and promptly correct any harassing behaviour, discriminatiom, Due diligence, employee morale, employee’s behaviour outside of the workplace, employer responsibility, encourage responsible behaviour, having a good policy, higher standards, hiring and firing, hostile work environment, HR Law, impartial investigation, investigated the complaints, Is having a policy enough?, Joe Lefeged, law-abiding citizens, national football league, nfl, number of NFL arrests, one too many bad apples, Personal Conduct Policy, policies and programs, policies in place, recruiting process, talent or performance, terminated a supervisor as a result, The policies need to be effectively and tangibly enforced, traditional workplace environment, whether the employer effectively enforced its policies, whether the talent is worth the risk, workplace safety
July 24, 2013 Clear Path Employer Services Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, International HR Law, Recruiting and Hiring
The CBS reality show Big Brother recently made headlines when two of its female contestants were fired from their jobs back home due to racist and homophobic comments made towards fellow contestants. Because the contestants have no contact with the outside world while on the show, neither person is aware that they have been fired or that their workplaces have spoken to the media about their terminations.
anna aceto-guerin, big brother, big brother contestants, big brother contestants fired, big brother contestants rightfully terminated, can an ontario employer terminate someone for behaviour outside of the workplace?, canadian employment law, Clear Path, clear path employer services, conduct outside the workplace, dismissal with cause, dismissal without cause, employee discipline, employer reputation, employment law, employment-at-will, fire-at-will, grounds for termination, misconduct, Ontario employer, progressive discipline, racial and homophobic comments, racial comments, termination, terminations, wrongful dismissal
June 26, 2013 Clear Path Employer Services Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Union Relations
Drug and alcohol testing in the workplace, particularly randomized testing, has always been a grey area for employers. When is such testing permissible? When is it deemed reasonable in light of safety concerns? The Supreme Court of Canada has answered some of these questions after their long-awaited decision regarding randomized drug and alcohol testing in the case of Irving Pulp and Paper.
alcohol testing, anna aceto-guerin, arbitration, breathalyser, canadian employment law, clear path employer services, dangerous workplace environment, disciplinary consequences, Dismissal, drug and alcohol policy, drug and alcohol testing, drug testing, employment law, grievance, grounds for dismissal, irving pulp and paper, Labour Law, New Brunswick, occupational health and safety, OHSA, policies and procedures, problem with alcohol use in the workplace, randomized alcohol testing, safety sensitive positions, Supreme Court of Canada, workplace drug and alcohol testing
May 27, 2013 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Wages and Compensation
With university and college students now finished final exams and looking for summer work, it seems fitting that the latest controversy under the spotlight in the news is that of unpaid internships.
ana bailao, anna aceto-guerin, compliance, employment law, exploitation, exploiting their unpaid interns, finding jobs, graduating students, hootsuite, illegal, illegal? exploitative? the truth on unpaid internships, interns, internships, Ministry of Labour, ontario employment standards act, students, teachers, the truth on unpaid internships, United Nations, unpaid internships, working for free
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
Ageism is a big problem in the legal community. Bay Street firms and others are not interested in applicants' skills, knowledge, etc. unless they are... – Nov 16, 11:05 AM
Big brother contestants – rightfully terminated?
July 24, 2013 Clear Path Employer Services Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, International HR Law, Recruiting and Hiring
The CBS reality show Big Brother recently made headlines when two of its female contestants were fired from their jobs back home due to racist and homophobic comments made towards fellow contestants. Because the contestants have no contact with the outside world while on the show, neither person is aware that they have been fired or that their workplaces have spoken to the media about their terminations.
anna aceto-guerin, big brother, big brother contestants, big brother contestants fired, big brother contestants rightfully terminated, can an ontario employer terminate someone for behaviour outside of the workplace?, canadian employment law, Clear Path, clear path employer services, conduct outside the workplace, dismissal with cause, dismissal without cause, employee discipline, employer reputation, employment law, employment-at-will, fire-at-will, grounds for termination, misconduct, Ontario employer, progressive discipline, racial and homophobic comments, racial comments, termination, terminations, wrongful dismissal