training

Employee has right to change mind about resignation: ONCA

November 19, 2019 Sean Bawden Employee Relations, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Training and Development, 0

Can an employee change her mind about resignation, if the impetus for such voluntary resignation ceases to be an issue, and the employee has not yet left employment?

employment law, resignation, retirement, training, wrongful dismissal

Court rejects crown’s bid to use general duty clause to impose more stringent health and safety requirements

June 4, 2015 Stringer LLP Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development

While the scope of the Occupational Health and Safety Act is broad, it is not limitless. A recent decision from the Ontario Court of Justice held that where the nature of a workplace means that it is not required to implement a protective measure prescribed by the Regulations, the Crown cannot then successfully charge the employer with failing to reasonably protect a worker as a result of non-implementation of that same measure.

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Training and development – your organization needs a plan!

January 20, 2015 Marcia Scheffler Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Training and Development, Union Relations

Training employees is a compliance issue—even if your organization is not in Quebec. In Quebec organizations are legislated to direct 1 percent of total payroll to be allocated to eligible training costs.

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AODA 2014–2015 deadlines…and things to work on for 2016

November 24, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Customer Service, Standard for Employment, Standard for Information and Communications, Standard for the Built Environment

As you may be aware, the Accessibility for Ontarians with Disabilities Act contains several obligations that apply at different points in time, depending on whether the organization is a small organization (under 50 employees) or a large organization (50 employees or more), in order to achieve the goal of creating an accessible Ontario. A number of additional requirements take effect January 1, 2015, they include,..

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Is bullying and harassment a problem in your organization?

June 18, 2014 Adam Gorley Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Training and Development, Union Relations

Workplace bullying and harassment are making news across the country, and legislators and courts are trying to understand and address the twin issues. A recent HRinfodesk survey indicates that our readers are grappling with bullying and harassment as well. A couple of months ago, we asked:

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Slaw: Ontario’s Ministry of Labour targets employers using unpaid internships

April 10, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Recruiting and Hiring, Training and Development, Wages and Compensation

From April to June 2014, the Ontario Ministry of Labour is conducting an employment standards inspection blitz targeting organizations that employ unpaid interns. The goal is to ensure worker rights are protected and enhance employers’ awareness of their responsibilities.

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It’s time to re-examine your health and safety training

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.

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British Columbia workers’ compensation policies take effect Friday, November 1

October 30, 2013 Adam Gorley Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development

In March 2013, the Workers’ Compensation Board released three new policies on the duties of employers, workers and supervisors with respect to workplace bullying and harassment. These policies come into effect on Friday, November 1, 2013.

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New Liberal Government plans to keep best and brightest and support persons with disabilities in Nova Scotia

October 15, 2013 Amery Boyer Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Recruiting and Hiring, Training and Development

The newly elected Liberal government platform states that businesses need workers, and recent graduates and skilled workers need experience. The Liberal government states that it will support young graduates to develop the necessary skills and gain experience in their fields and develop an Accessibility for Nova Scotians with Disabilities Act.

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Careful how you classify ‘interns’: Ministry of Labour releases policy statement

June 12, 2013 Employer Advisor, McCarthy Tétrault LLP Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Recruiting and Hiring, Source Deductions and Reporting, Training and Development, Union Relations, Wages and Compensation

It is a fact of life for some entering the labour market—the unpaid internship. For young workers, it is an opportunity to gain experience in a desired field. For employers, it is an opportunity to have recent graduates perform necessary work or apprenticeship at less cost all while assessing suitability for continued employment. Perhaps the modern internship is best explained by the following…

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The prevention mandate at the Ministry of Labour: What WSIB and MOL transitions mean for employers in 2013

February 5, 2013 Marcia Scheffler Health and Safety, Human Resources, Training and Development

As of April 1, 2012, the Ontario Ministry of Labour (MOL) officially took over the prevention mandate from WSIB. How has this been impacting employers in 2013 and what real effects are organizations seeing? If you have any comments about this, I’d love to hear.

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Most-viewed articles this week on HRinfodesk

October 25, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

The three most popular HRinfodesk articles this week deal with two cases of just cause for termination, and a case where an employee should have been paid for time training.

Absenteeism, Canada labour Code, employment law, employment relationship, employment standards act, just cause, Labour Law, request for medical information, termination, training, unpaid wages, vacation pay

Expanded citizen’s arrest law and the Canadian workplace

June 29, 2012 David Hyde Employee Relations, Health and Safety, Human Resources, Privacy and Security

The Conservative government is poised to enact the first substantive expansion of citizen’s arrest laws in Canada since 1955. The catalyst for the Bill C-26 amendment to the citizen’s arrest section of the Criminal Code of Canada was the 2010 case of Toronto grocer David Chen who faced criminal assault charges after performing a citizen’s arrest of a habitual thief he had seen stealing from his store earlier in the day.

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Variables affecting length of notice: age

April 9, 2012 Matt Lalande, Lalande & Company Lawyers Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Wages and Compensation

We know that there is no precise method to determine the common-law period of reasonable notice when terminating employees. What has evolved and has been the most quoted case to help with this is the infamous Bardal vs. Globe and Mail. This case tells us that reasonable notice must be decided with reference to each specific case, considering the character of employment, length of service of the servant, the age of the servant and the availability of similar employment, having regard to the experience, training and qualifications of the servant.

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It’s time for an ergonomics refresher on training

March 9, 2012 Christina Catenacci Health and Safety, Human Resources

A while back, I wrote about how mandatory training in ergonomics would be an effective way of preventing workplace injuries (musculoskeletal injuries/disorders and repetitive strain injuries), reducing absenteeism, increasing productivity and improving morale in the workplace. Have my opinions changed?

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