leave of absence
December 3, 2018 Christina Catenacci Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights
Several provinces have created or are beginning to add a statutory domestic violence leave of absence to their employment standards legislation, including Ontario, Saskatchewan, Manitoba, Prince Edward Island, Nova Scotia and New Brunswick. In Newfoundland and Labrador Bill 32 amends the Labour Standards Act to establish such a leave.
domestic violence leave, employment law, harassment, job-protected leaves, leave of absence, violence
January 30, 2017 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Privacy and Security, Union Relations, Wages and Compensation
It is understood that domestic violence has been known to effect employees at work in a number of ways; a recent study shows that the problem is widespread.
10 days of leave, Can Work Be Safe When Home Isn't, collective agreement, Collective Bargaining, domestic violence, employee victim of domestic violence, employment law, employment standards act, leave of absence, occupational health and safety act, Sexual violence, statutory leave, Time of with pay, workplace violence
December 10, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Privacy and Security, Recruiting and Hiring, Source Deductions and Reporting, Union Relations, Wages and Compensation
Three popular articles this week on HRinfodesk deal with 2016 payroll rates; employee’s cellphone records; and, terminating an employee on medical leave.
2016 payroll rates, 2016 payroll rates chart, duty to accommodate, employee’s cellphone records, employment law, HRinfodesk, leave of absence, terminating an employee on medical leave, unionized employee
October 29, 2015 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Notice, Damages and Settlements, Payroll, Penalties and Fines, Recruiting and Hiring, Standard for Employment, Training and Development, Union Relations, Wages and Compensation
Three popular articles this week on HRinfodesk deal with frustration of contract due to illness; duty to make your employment practices accessible; and employee termination for cause due to theft.
Accessibility for Ontarians with Disabilities Act, AODA, Duty to make your employment practices accessible, employee theft, employment contract, employment law, employment standards of the AODA, frustration of contract due to illness, just cause, leave of absence, terminal illness, termination
May 5, 2014 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
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?
attendance bonus, attendance bonus plan, attendance bonus policy, attendance record, company policies and procedures, differential treatment, Disability, disability leave, discrimination, employee off work on a disability leave, employer-paid leave, employment law, Halltech Inc. and United Steelworkers of America, HR policies and procedures, human rights code, human rights violation, leave of absence, managing absenteeism, non-culpable, non-culpable absence, ollective agreement, policies and procedures, Statutory leaves, unpaid leaves, workers compensation, workplace
September 30, 2013 Employer Advisor, McCarthy Tétrault LLP Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Standard for Employment, Union Relations
The DSM-5 has arrived. Despite what employers and disability providers may think about the changes, there is no choice but to deal with this revised and authoritative text on mental disorders.
Absenteeism, Benefits group insurance, depression, Diagnostic and Statistical Manual of Mental Disorders, Disability, Disability benefits, duty to accommodate, employee’s medical condition, employer benefit premium costs, Employer benefits plan, employment law, Insurers, leave of absence, mental disorders, The DSM-5, wsib
May 29, 2013 Earl Altman Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Recruiting and Hiring, Union Relations, Wages and Compensation
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.
discrimination, employee benefits, Employment Insurance Act, employment law, employment standards act, Famiy Status, human rights code, human rights tribunal, leave of absence, maternity leave, ontario, parental leave, pregnancy leave, pregnant employees, prohibited ground of discrimination, reprisal for seeking a pregnancy leave, seniority, statutory leave, Statutory leaves, two weeks written notice, Understanding the rights of pregnant employees in Ontario, unpaid leave
May 16, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Wages and Compensation
The three most viewed articles on HRinfodesk this week deal with differential treatment in the workplace, how an employee’s dishonesty and breach of confidentiality during a workplace investigation led to termination for cause and how a settlement was easily characterized as a retiring allowance.
Adverse treatment, Disability, discrimination, dishonesty, dismissing for just cause, duty to accommodate, employee’s dismissal, employment law, human rights tribunal, involuntary retirement, just cause, leave of absence, long absence, Pensions and Benefits, retiring allowance, Return to work, settlement, severance payment, tax withholding, termination, terminations, Treating employee negatively, workplace investigation
May 6, 2013 Alison J. Bird Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits
The Nova Scotia government has tabled a new Bill which proposes to amend the Labour Standards Code to create new unpaid leaves for parents and guardians. If passed, Bill 3, the Support for Parents of Critically Ill or Abducted Children Act, will give employees the right to take the following unpaid leaves:
35 weeks of EI benefits, 37-week unpaid leave, child has died due to a probable Criminal Code offence, child is missing due to a probable Criminal Code offence, Compassionate Care Leave, EI benefits, Employment Insurance program, employment law, labour standards code, leave of absence, Minister of Labour and Advanced Education, Nova Scotia, to take care of a critically ill or injured child, unpaid leave, unpaid leaves, unpaid leaves for parents and guardians
April 16, 2013 Simon Heath, BA, MIR, LLB, Heath Law Accessibility Standards, Employee Relations, Health and Safety, Human Resources, Human Rights, Payroll, Pensions and Benefits, Source Deductions and Reporting, Standard for Employment, Wages and Compensation
In the recent decision Fair and Hamilton-Wentworth District School Board, the Ontario Human Rights Tribunal provides a useful guide for employers to follow in determining how to return an employee to the workplace after an extended absence.
breach of the Code, comparable job, damages for injury to dignity, depression, duty to accommodate, employee was to be reinstated into a suitable position, employee’s need for accommodation, employment law, extended absence, feelings, Human rights complaint, leave of absence, long-term disability benefits, lost wages, LTD, medical evidence, medical information, not open to accommodating the Applicant, occupational health and safety act, Ontario Human Rights Tribunal, Ontario Teachers Insurance Plan, OSHA, personal liability, post-traumatic stress disorder, pre-injury position, reinstatement, return an employee to the workplace after an extended absence, Return to work, school board, self-respect, total wage loss
April 3, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits, Union Relations
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:
Canada labour Code, criminal code, employment law, employment standards code, Federal Income Support for parents of murdered or missing children, federally regulated employers, if the employee is the parent of a child who has died, if the employee is the parent of a child who has disappeared, leave of absence, Leave related to the death or disappearance of a child, manitoba, notice to employer, Nova Scotia, ontario, provide notice of the leave to the employer, statutory leave, Statutory leaves, the child died as a result of a crime, the child disappeared as a result of a crime, unpaid leave of absence, Unpaid time off, Yukon
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
January 4, 2013 Adam Gorley Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits
After 20 weeks of parental leave, I’m back in front of my computer, checking my email, catching up on workplace changes, putting together a schedule and generally getting back into the swing of things. Per the law, my employer has reinstated me to the same position I left (at the same wage), although with some accommodation to ease my transition, and I will no doubt be expected to perform up to my previous standard. I know I’ll need the help!
accommodating family status, accommodation, accommodation on the basis of family status, accommodation policy, assist employees who are caring for family members, discrimination, Due diligence, employee requests for accommodation, employment law, family status, leave of absence, maternity and parental/adoption leave, my employer has reinstated me to the same position, parental leave, productivity, prohibited ground, Return to work, stress, work-life balance
December 21, 2011 Earl Altman Employee Relations, Employment/Labour Standards, Human Resources
On December 8, 2011, the Ontario Liberal Government introduced Bill 30, entitled the Family Caregiver Act. This Act intends to create an additional entitlement to a leave of absence from work while the employee’s job is protected. The proposed Act will provide for an unpaid leave of absence for up to eight weeks to allow an employee to care for a sick relative.
canadian employment law, employment law, employment standards act, Family Caregiver Leave, Job protected leave, leave of absence, Statutory leaves, unpaid leave of absence, work-life balance
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
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
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
