disability management
June 20, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, Human Resources, Payroll, Pensions and Benefits, Source Deductions and Reporting, Wages and Compensation,
The three popular articles this week on HRinfodesk deal with a Quebec Superior Court decision regarding annual salaries, the CRA improvements for small and medium sized businesses and the Saskatchewan minimum wage increase in October.
CRA programs and services, Disability, disability leave, disability management, employment law, Payroll, public sector wages
November 26, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Standard for Customer Service, Wages and Compensation
Three popular articles this week on HRinfodesk deal with presenteeism; fixed-term contract; and, changes to accessibility regulations.
Accessibility for Ontarians with Disabilities Act, accessibility regulations, AODA, disability management, employment contract, employment law, fixed-term contract, HRinfodesk, Morneau Shepell, presenteeism, Terminating a fixed-term contract early, Termination clause, workplace production
September 4, 2015 Stringer LLP Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Privacy and Security, Standard for Employment, Union Relations, Wages and Compensation
Disability management is a challenging issue for HR professionals. An employee with a disability may require an extended absence from work due to their medical condition. Where an employer provides disability benefits, the employee will be required to show that they meet the definition of disability under the insurance policy, which will require the disclosure of medical information.
abandonment, absence from work due to medical condition, Betts v IBM Canada Ltd., Disability benefits, disability management, Disclosure of medical information, duty to accommodate, employee had abandoned his employment, employee with a disability, employment law, Failure to provide medical information, failure to return to work, HR professionals, reasonable medical information to substantiate an absence
February 14, 2014 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, HR Policies and Procedures, Human Resources, Human Rights
As an employment law practitioner, it is refreshing to see any court and/or administrative tribunal release a decision that makes “common sense” (as well as legal sense). Recently, the Ontario Human Rights Tribunal had to determine if the common flu and strep throat constituted disabilities under the Human Rights Code .
common flu, disabilities, Disability, disability management, discrimination, discrimination on the basis of disability, duty to accommodate, employment law, flu is not a disability, human rights code, illness, not every illness will constitute a disability, Ontario Human Rights Tribunal, short term common ailments, sick days, sick leave, sick leave policy, sicknesses, strep throat
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
November 14, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Union Relations, Wages and Compensation
The three most viewed articles on HRinfodesk this week deal with expanding their disability management programs; a zero tolerance approach to a grievance arising from a case of sexual harassment and assault; and the Canada Pension Plan 2014 contribution rates,
Absenteeism, Canada Pension Plan 2014, canadian employment law, Canadian Payroll, cpp, Disability, disability management, employment law, grievance, legal and financial challenges, managing absenteeism, productivity, sexual harassment, sexual harassment in the workplace, zero tolerance approach
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
December 1, 2011 Rudner Law, Employment / HR Law & Mediation Employment/Labour Standards, Human Resources, Human Rights, Payroll, Pensions and Benefits
As more employees spend time on leaves of absence, employers seem to be struggling to understand their rights and obligations…
accommodation, Costco, Disability, Disability benefits, disability insurance, disability management, downsizing, duty to accommodate, eligibility for disability benefits, employment law, frustration of contract, Leaves of absence, maternity leave, medical evidence, medical leave, ongoing absence, parental leave, pregnancy leave, Return to work, right-sizing, terminating employee on leave, termination, undue hardship, wrongful dismissal
September 20, 2010 Adam Gorley Accessibility Standards
It’s true that Ontario’s businesses will incur extra costs to comply with the Accessibility for Ontarians with Disabilities Act (AODA). It’s true that you will have to change the way you operate, expending more time, money and effort—at least initially. So maybe you’re afraid of that. But consider that most people have no idea what not accommodating disability already costs Ontarians through taxes, health care and social services. The province is betting that the systemic and institutional changes in the AODA will actually reduce the burden on government and business by allowing the many Ontarians with mild to severe disabilities to participate in the labour market and economy.
accessibility, Accessibility for Ontarians with Disabilities Act, AODA, canadian employment law, Disability, disability in the workplace, disability management, economy, education, employment law, health care, illness at work, older workers, ontario, persons with disabilities work, poverty, Releasing Constraints, Rotman, Rotman Prosperity Institute, taxes, what constitutes a disability
July 23, 2010 Yosie Saint-Cyr, LL.B. Managing Editor Human Resources, Human Rights
Elsa Torrejon was diagnosed in early 2009 with breast cancer. After telling her employer about her illness and requesting an indefinite leave to receive treatment for breast cancer, she found herself dismissed and fighting for her human rights.
Disability, disability management, discrimination, duty to accommodate, employment law, employment standards, human rights, human rights code, human rights tribunal, leave of absence, ontario, termination, undue hardship
July 2, 2010 Christina Catenacci Health and Safety, Human Resources
Typically, wellness means “the condition of good physical and mental health”, but what is a “workplace wellness program”? What are the advantages of having this kind of program, and how does an employer start one up?
benefits package, benefits plan, Corporate fitness plans, disability management, emotional health, employee programs, financial health, fitness, health, health and safety, Pensions and Benefits, physical health, wellness, wellness programs, workplace health, Workplace wellness programs, worksite wellness
May 28, 2010 Christina Catenacci Human Resources, Human Rights
An employee who hates working and being managed by his or her supervisor – Can this become a human rights issue in the workplace? Well it depends!
accommodation, confrontational employee, Disability, disability leave, disability management, employee leave of absence, employment law, hate working, Human Resources, human rights, human rights code, leave of absences, management rights, progressive discipline, termination, workplace behavioral problems, workplace stress
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
