legal obligations

The standard of decency

September 6, 2016 Michele Glassford Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Penalties and Fines, Pensions and Benefits, Recruiting and Hiring, Training and Development, Union Relations, Wages and Compensation

I have an internal debate with myself over whether most of the new or amended legal obligations answer a real need of employers and employees, or are borne of a need of legislators to justify their existence, or appear to addressing crises which really aren’t. And just as soon as I have convinced myself that additional laws and regulations are, for the most part, too onerous to justify their limited value, I read numerous news reports on the prevalency of wage theft in Ontario and workplace employment standards violations.

Changing Workplaces Review, complexity of the law, compliance with legisation, complying with the law, employment law, employment legislation, employment standards act, Employment Standards Enforcement, Employment Standards Enforcement: a Scan of Employment Standards Complaints and Workplace Inspections and their Resolutions under the Employment Standards Act, Interim Report, legal obligations, small businesses, wage theft, workplace employment standards violations

Advising the dismissed employee

February 7, 2014 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll

For those of us that specialize in employment law, advising the recently-dismissed employee can be among the most challenging of experiences. In many cases, the employee is quite emotional, and more often than not, they have been filled with ideas about what the law requires by their colleagues, family, and friends. Not only do we have to encourage them to approach the situation objectively, but we also have to dispel them of many of the notions that have filled their head.

"clawback" provision, 'rule of thumb, assessing severance entitlements, being treated unfairly, common law concept of notice of dismissal, constructive dismissal, contractual term, dismissed employees, employment law, law does not necessarily require fairness, legal obligations, length of the notice period, no "rule of thumb" requiring one month of notice for every year of service, notion of mitigation, pay in lieu of notice, severance packages, termination, terminations, work through the notice period, working during the notice period, working notice, wrongful dismissal

Happy 2014! Well, it will be if you start preparing your multi-year accessibility plan under the AODA now

January 24, 2013 Adam Gorley Accessibility Standards, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Employment, Standard for Information and Communications, Standard for Transportation

Businesses know as well as people how quickly a new year can arrive—along with the new obligations that go along with it. In this case, I’m talking about the Accessibility for Ontarians with Disabilities Act and multi-year accessibility plans to meet the requirements of the Integrated Accessibility Standards Regulation. Large organizations—those with 50 or more employees—must comply by 2014.

accessibility, Accessibility for Ontarians with Disabilities Act, accessibility plan, Accessibility Standards PolicyPro, achieve accessibility, AODA, assessment of their current operating environment, best practice guidelines, Business, compliance, compliance requirements, customizable templates, disabilities, employment law, facilities or public spaces, large organizations, legal obligations, multi-year accessibility plans, persons with disabilities, policy-building resource, products, removal and prevention of barriers, self-audit/assessment checklist, services, statement of organizational commitment