• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

“zero-tolerance” policy

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minutes Read June 28, 2018

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with an Ontario labour arbitration decision in which the arbitrator ruled personal emergency leave entitlement is in addition to any floater days allowed under a collective agreement, a recent HRTO decision which held there is no absolute right to use medical marijuana in the workplace, and a recent survey that found job seekers, while enticed by work from home options, are also aware of the pitfalls.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Union Relations / accommodation of a disability, drug use in the workplace, employment law, employment standards act, ESA, flexible paid time off, floater days, greater benefit, health and safety, hrto, Human Resources, human rights code, Human Rights Tribunal of Ontario, medical marijuana, medical marijuana in the workplace, PEL, personal emergency leave, Robert Half survey, telecommuting, termination for cause, work from home, working from home, working remotely, “zero-tolerance” policy

By Jeff Dutton, Dutton Employment Law | 4 Minutes Read April 30, 2018

Is drinking at work just cause for termination?

Just cause is the death penalty in employment law. Accordingly, in case of drinking at work, just cause can only be justified where the drinking at work causes grave concern.

Article by Jeff Dutton, Dutton Employment Law / Employee Relations, Employment Standards, Health and Safety / drinking at work, employment law, intoxicated while at work, just cause dismissal, termination, “zero-tolerance” policy

By Vey Willetts LLP | 3 Minutes Read March 17, 2017

Business and booze: Dealing with alcohol in the workplace

The relationship between employee alcohol use and work is complex. In Ontario, there are specific legal obligations which apply, and employers must exercise caution. Without a proper understanding of their legal obligations, employers face a minefield which may unwittingly result in unwanted liability.

Article by Vey Willetts LLP / Employee Relations, Health and Safety, Human Rights, Payroll, Privacy, Union Relations / alcohol, alcohol addiction, alcohol testing, alcohol use in the workplace, breathalyze employees, disability–based discrimination, drinking during working hours, drinking on the job, employee alcohol use, employee discipline, Volchoff v. Wright Auto Sales, workplace alcohol policies, wrongful dismissal, “zero-tolerance” policy

  • Go to page 1
  • Go to page 2
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy