Many are aware of measures already in place or introduced by the various public and government authorities for employers, employees and the economy. On March 18th, in response to increasing demand, the federal government announced further measures and support available to workers and employers as part of its COVID-19 Economic Plan.
In the face of the COVID-19, PH is doing its part to keep employers informed and their employees safe. We’ve gathered some helpful resources for employment-related issues facing employers in the wake of COVID-19.
For the vast majority of us, the main impact of coronavirus is anxiety. Employers may already be feeling the impacts of a nervous workforce. This may include increased sick days and absences, refusals to work, or discriminatory behaviour in the workplace. What’s an employer to do?
For most of us, February 29th may come and go with no consequence. But for employers, there is a special consideration that may be taken for granted. If you pay your employees on a bi-weekly basis, February 29th brings with it the possibility of 27 pay periods rather than the usual 26 (depending on when your pay periods fall).
With many employers looking for new, creative and better ways to promote open communication amongst coworkers and across teams, what if there were conversation hearts for the 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.
According to a recent Angus Reid Institute study, 40% of Canada’s millennials have participated in the “gig economy” over the past 5 years. This blog discusses the reasons for having temporary/informal jobs governed by written employment contracts, and what they should include.
On March 1, 2018, the Federal government passed Bill C-311, An Act to Amend the Holidays Act (Remembrance Day). The Act officially and formally recognizes Remembrance Day as a “legal holiday”.
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?
While parents may once again find themselves scrambling to make arrangements for their children – emergency childcare, camp registration, calling on family members – employers question what will happen at their workplaces if their workers have to tend to matters at home in a school shutdown.
Follow these Thanksgiving tips to ensure your working relationship, like your holiday, ends up being the celebration you envisioned.
A single employee was responsible for the entirety of the Desjardins data breach, carrying out an internal attack right under the company’s nose. What more can (and should) an employer do?
What should employees expect when they’re expecting? Patrizia discusses whether it is discriminatory for employers to provide enhanced maternity leave benefits to female employees only.
This past month, the US Women’s National Soccer Team made headlines amid their World Cup run by pushing for pay equality with their counterparts on the men’s team, leading to support from sponsors and the US Senate.
So what is the big deal about gender/sex discrimination in compensation and should Ontario employers be concerned?
What is an employer to do in cases where they have not yet had the chance to build that relationship with a new employee who’s ghosted them?
When it comes to employers navigating human resource issues and relationships with their employees, it’s obvious that “equal” is not the same as “identical”…
The recent Supreme Court of Canada decision in R v. Jarvis addressed the circumstances that give rise to a reasonable expectation of privacy. While the case directly considered whether certain recordings violated the Criminal Code, the Court’s broad analysis of when a reasonable expectation of privacy exists applies outside the criminal context, with relevance to employers.
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.
In Azur Human Resources Ltd. v. The Minister of Revenue, the Ontario Superior Court considered how workers affiliated with temporary placement agencies ought to be classified, not for the purposes of labour and employment legislation, but for tax purposes under the Employer Health Tax Act (the “EHTA”).
