• First Reference
  • About us
  • Contact us
  • 24th Annual Ontario Employment Law Conference 📣
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources

By Nicole Simes, Simes Law | 6 Minutes Read March 7, 2023

Three years later – a review of employment law and the pandemic

mask on metal work flooringAs we approach the third anniversary of the first response to COVID-19 in Canada, many of the employment law changes that arose during 2020 have been adapted to suit the evolving landscape and are still in effect. As we can all attest, staying up to date on the various changes to the Employment Standards Act (“ESA”) and the common law has been a complicated task.

Article by Nicole Simes, Simes Law / Employment Standards, Health and Safety, Human Rights, Payroll / constructive dismissal, COVID-19, employment law, employment standards act, infectious disease emergency leave, mitigation efforts, notice period, paid sick days, remote work, remote work policies, wrongful dismissal Leave a Comment

By Vey Willetts LLP | 4 Minutes Read December 16, 2022

When is forty minutes too much?

Ontario employees who lose their job are required to take reasonable steps to replace their lost income. Severance is intended to bridge the gap while an individual is out of work, and there is a legal requirement that, where possible, a person take all reasonable steps to stem the flow of their losses.

Article by Vey Willetts LLP / Employment Standards, Payroll / constructive dismissal, employment law, failure to mitigate, re-employment, termination Leave a Comment

By Barry B. Fisher LL.B. | 1 Minute Read October 4, 2022

BCSC holds that putting non-compliant employee on leave for violating vaccine mandate is NOT a constructive dismissal

In Parmar v. Tribe Management Inc., (2022 BCSC 1675) Justice MacNaughton ruled that a mandatory vaccine policy introduced in October of 2021 was reasonable and that on an objective basis a reasonable employee would not have considered the policy as a substantial imposition of an essential term of the agreement.

Article by Barry B. Fisher LL.B. / Health and Safety, Payroll / constructive dismissal, employment law, mandatory vaccine policy, termination, vaccine mandate, wrongful dismissal Leave a Comment

  • 1
  • 2
  • 3
  • …
  • 35
  • Next Page »

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy