There are numerous reasons for employers to take care when providing employees with termination notice, but a recent Ontario small claims decision suggests you start with the details. The court found that the employer miscalculated the employee’s notice period, failed to consider its common law notice obligations and had little evidence to support its assertion about the employee’s mitigation efforts.
On November 14, 2013, the Ontario government filed Occupational Health and Safety Awareness Training Regulations, Ontario Regulation 297/13, under the Occupational Health and Safety Act, providing for mandatory occupational health and safety training for all workers and supervisors in the province who are covered by the Act. Sections 1 to 4 of the Regulation, which provide new mandatory training obligations for workers and supervisors, as well as exemptions and rules for the maintenance of training records, will come into force on July 1, 2014. Section 5 of the regulation regarding certification training came in force on November 14, 2013.
The chair of the Alberta Human Rights Commission confirmed that an employee suffered from disabilities after experiencing an accident at work and taking a medical leave, and when he was terminated soon after returning to work, he was discriminated against on the ground of disability.
Latest posts by Marie-Yosie Saint-Cyr, LL.B. Managing Editor (see all)
- First Reference annual holiday donation, season’s greetings and holiday break - December 24, 2021
- Ontario extends the COVID-19 period and paid IDEL period - December 8, 2021
- Impact of September 30th federal holiday - September 14, 2021