workplace
January 11, 2017 Lisa Stam, Spring Law 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, Privacy and Security, Recruiting and Hiring, Source Deductions and Reporting, Training and Development, Union Relations, Wages and Compensation
January is a month of resolutions, fresh starts, and goals. It’s also a good time to run away from 2016 and the upsets and surprises the year rolled out. Here are 3 lessons that 2016 taught us as we all dig in to a new year in the workplace.
Bereavement Leaves, disruptive employees, employment contract, employment law, resignation, workplace, workplace departures
June 29, 2016 Yosie Saint-Cyr, LL.B. Managing Editor Accessibility Standards, Employee Relations, HR Analytics, HR and Technology, HR Policies and Procedures, HRMS, Human Resources, Integrated Accessibility Regulation, Recruiting and Hiring, Standard for Employment, Training and Development, Union Relations
On Thursday June 23, 2016, the Ontario government announced that they are considering mandatory work experience programs for all high school, college and university students.
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May 20, 2016 Beyond Rewards Inc Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Employment, Union Relations
Many people across the world face allergies that have an effect on every aspect of their lives, including the workplace. These allergies can impose difficulties on either being in a workplace or performing certain tasks in their job. One thing for employers to note is that if the allergy is severe enough, it would probably be considered a disability and must be accommodated appropriately.
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February 24, 2016 Kevin Sambrano, Sambrano Legal Services Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Training and Development, Union Relations, Wages and Compensation
Does an employee have to be “sexually” harassed in order for there to be a breach of the Human Rights Code? This issue was determined in a recent decision from the Human Rights Tribunal of Ontario.
British Columbia Court of Appeal, compensation, damages, discrimination, discrimination on the grounds of sex, employment law, employment relationship, Faryna v. Chorny, Hill v. Intersteam Technologies Inc., Human Rights code of Ontario, injury to dignity, injury to feelings and self-respect, Kelly Hill, Kevin Sambrano human rights paralegal, monetary awards, Ontario Human Rights Tribunal, poisoned work environment, policies and procedures, prohibited grounds of discrimination, sexual harassment, the Human Rights Code, workplace, workplace environment, workplace sexual harassment
February 2, 2015 Clear Path Employer Services Employee Relations, HR Policies and Procedures, Human Resources, Training and Development, Union Relations
Did you know that January 28th was National Fun at Work Day?
celebrating birthdays and successes, Corporate culture, HR managers, National Fun at Work Day, Putting value into practice, Team work, workplace, Workplace activities, workplace culture
November 21, 2014 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Notice, Damages and Settlements, Payroll, Wages and Compensation
With the allegations against CBC Radio personality Jian Ghomeshi dominating the news over the past several weeks, it is useful to examine how the Ontario Human Rights Tribunal addressed allegations of workplace sexual harassment in the recent case of Horner v. Peelle Company Ltd. (2014) HRTO 1211.
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September 2, 2014 Michele Glassford Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Training and Development
It is often stated that a fit and healthy workforce is a more productive workforce. Not surprisingly then, many employers encourage their employees to be more active and fit. In some cases this may include the sponsorship of a company sports team.
employment law, healthy workforce, productive workforce, sponsorship of a company sports team, workplace, Workplace team sports
July 28, 2014 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Source Deductions and Reporting, Wages and Compensation
The Court of Appeal of Quebec recently considered, in the Skiba v. Playground[1] decision, the issue of overtime pay and, in particular, the correct interpretation of sections 54 and 55 of the Act respecting labour standards. In our opinion, this decision will have certain repercussions in the workplace, and we find it useful to review the factual background giving rise to those repercussions, as well as the conclusions of both the Superior Court and the Court of Appeal.
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May 20, 2014 Clear Path Employer Services Employee Relations, Health and Safety, Human Resources, Penalties and Fines, Training and Development
Last month brought some tragic reminders of the reality of workplace violence and harassment and the obligations that employers have under Occupational Health and Safety Act).
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May 13, 2014 Doug MacLeod, MacLeod Law Firm Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Standard for Employment
Under the Workplace Safety & Insurance Act (WSIA), an employer who employs 20 or more employees generally has a duty to re-employ an injured worker who has at least one year continuous service. And under the Ontario Human Rights Code, an employer has a duty to accommodate an employee with a disability. The duty to re-employ is however different than the duty to accommodate.
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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
April 28, 2014 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Health and Safety, Human Resources, Union Relations
On April 28 of each year, we honour workers who have lost their lives as a result of workplace injury or disease with the Day of Mourning.
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April 21, 2014 Clear Path Employer Services Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Recruiting and Hiring, Union Relations, Wages and Compensation
It seems a lot of heated HR issues have begun to resurface in the news recently. From the accommodation of medical marijuana to the legality of unpaid internships, these are some issues that have been plaguing HR professionals in recent years.
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April 8, 2014 Doug MacLeod, MacLeod Law Firm Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources
Ontario’s Employment Standards Act (the ESA) sets out the minimum terms of employment for most employees in Ontario. It is a complex law that is difficult to understand. An employer cannot contract out of these minimum standards. Did you know your organization must post a Minister of Labour poster entitled “What You Should Know About The Ontario Employment Standards Act” in your workplace?
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April 4, 2014 Rudner Law, Employment / HR Law & Mediation Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Wages and Compensation
Can you force an employee to provide proof of their religion or their religious beliefs? The issue of one’s religion or religious beliefs will only be relevant in the employment context when there is a request for accommodation. Typically…
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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
