All tagged workplace
This blog explores the similarities between "We Don't Talk About Bruno" (from the movie Encanto) and menopause in the workplace, shedding light on the importance of open dialogue and understanding with a view to engaging in appropriate accommodation under the Ontario Human Rights Code.
This blog shares lessons to avoid your workplace becoming a Little Shop of Workplace Horrors.
As Jennifer Heath notes in this blog, it takes more than just an exaggerated résumé to fool employers these days. What are the risks of hiring a fraudster and how can an employer protect itself?
When it comes to technological advancements in the workplace are we seeing history repeat itself? In her new blog, Cynthia Ingram notes some similarities and differences when we look back and to the future.
Over the past few months, the Ontario government has made a series of changes to the province’s approach to COVID-19 management. This blog is intended to serve as an FAQ to some of the key questions from employers about navigating this newer, looser public health strategy.
New year, new, endless to-do list? This blog offers some of the key priorities for Ontario HR and ER professionals from a legal and compliance perspective.
Buddy the Elf says the best way to spread Christmas cheer is singing loud for all to hear. This blog shows what other lessons employers can learn from Buddy and the movie, Elf.
The Great Pumpkin respects sincerity, and so should employers. Check out this blog for a discussion and lessons on accommodating an employee’s creed in the workplace.
Like other employers throughout the world, Santa has tried to navigate through COVID-19. Grab your cocoa as we review exactly what Santa has done to ensure he still delivers joy to everyone around the world. Merry Christmas to all, and to all good health!
It’s easy to slip into bad work-from-home (WFH) habits but some behaviours are more problematic and can give rise to a variety of workplace issues. What should employers consider when remote employees cross the line from “comfortable” to “complaint-worthy”?
In this second part of our COVID-19 return to work series, we discuss best practices for employers in addressing the health and safety considerations related to the post-COVID-19 workplace.
Even the story of a reindeer from the North Pole can teach employers about managing the complex issue of restoring a respectful workplace and working relationships after a harassment complaint.
From a legal perspective, confidentiality is a standard term tied to settlements in the workplace. But are NDAs soon to become extinct and if so, what should employers do?
For workplaces that operate with multiple shifts, dealing with employee refusals to change shifts (especially to night shift) happens all too often…
Regardless of your political affiliation, most Ontarians can sympathize with the impact that the short-notice changes will have on children living with autism and on their families and caregivers. These changes have a ripple effect on health care, education, as well as businesses.
Termination is essentially the capital punishment of discipline in the employment law realm. However, what recourse is available to future employers of these “harassers”?
As Employment Counsel, I wonder now whether it really is all cocoa and smiles being an employee of Santa Claus. Looking at workplace requirements from an Ontario perspective, Santa the employer may be exposed in a very different light.
In the recent Ontario Superior Court decision Render v. ThyssenKrupp Elevator, Master Andrew Graham found that an employee who claimed that a co-worker sexually harassed her could be granted intervener status at the co-worker’s trial for wrongful dismissal.
Retail employers often require employees to log out of their time keeping system before finishing the last tasks of the day. Are Ontario employers who don’t pay employees for every second worked contravening the law?
Recently, I’ve helped clients with numerous marijuana related workplace issues. Here are some tips for employers on handling marijuana use in the workplace before and after recreational marijuana becomes legal.
