In March 2020, the Ontario government created the “deemed” Infectious Disease Emergency Leave under the ESA. Because of the deemed IDEL, non-unionized employees were deemed to be on a job-protected leave of absence if their hours were reduced or eliminated by the employer for COVID-related reasons. The “deemed” IDEL is now set to expire on July 30, 2022.
All tagged employer
In this PH Report:
What the Easing of COVID-19 Restrictions Means for Employers in Ontario;
Mandatory Vaccination Policies;
Update on Non-Competition Agreements;
Ministry of Labour Orders: A Cautionary Tale for Employers; and
Ministry of Labour – What’s New
In this PH Report:
In this PH Report:
The Ontario government has once again extended the deemed Infectious Disease Emergency Leave (IDEL), this time until January 1, 2022.
The Ontario Human Rights Commission (OHRC) has delivered some much-needed guidance about COVID-19 vaccine mandates in the workplace in the newly released policy statement.
In this PH Report:
New Federal Holiday (Sept 30 - National Day for Truth and Reconciliation);
Changes to Federal Bereavement Leave;
Changes to COVID-19 Programs; and
Case Law Update.
In this PH Report:
Subsidized Paid IDEL Days;
Constructive dismissal during the COVID-19 pandemic (the Coutinho v Ocular Health Centre Ltd. case); and
Updates from the Ministry of Labour.
In this PH Report:
A recent class order in Toronto was issued with the purpose of reinforcing the importance of COVID-19 protocols and requirements for workplaces experiencing an active outbreak of COVID-19.
As many workplaces continue to have employees working remotely, it’s important to remember that their home is now their workplace. We have put together a short checklist to remind you of some practical and legal considerations for your Remote Work Policy.
As stay-at-home orders and restrictions start to lift and more businesses begin to open and resume “regular” operations, it’s important for employers to start putting return-to-work plans and protocols in place. In this 4 part blog series, we discuss employer return-to-work considerations in the post COVID-19 era.
Perhaps even more startling than the spread of COVID-19 across the globe is the speed with which things change in an effort to “flatten the curve”. These daily, and sometimes hourly, changes put pressure on both employers and employees. Important for Ontario employers, the provincial government has announced its intention to amend the ESA to provide immediate job protection for employees who have received medical or public health advice and are quarantined or isolated due to COVID-19 symptoms or diagnosis, or who have been away from work to care for children because of school or daycare closures, since January 25, 2020.
The trial decision in Render v. ThyssenKrupp Elevator (Canada) Limited is one of only a few judicial decisions analyzing the investigation of and sanctions against an alleged harasser in the Post-#TimesUp era. What are the most interesting takeaways from the decision? Jennifer has summarized them here.
The Canada Labour Code (the “Code”) prescribes the minimum employment standards for federally regulated workplaces. Under Bill C-86, the federal government recently made several amendments to the Code, concerning minimum termination notice, leave provisions and vacation pay, amongst other things. In addition, other legislative changes were announced that, while not within the framework of the Code, will impact federally regulated workplaces. A summary of these changes is outlined below.
Over the last few weeks, much of the focus of Ontario’s employment law community has been on the proposed repeal of many of the changes arising from Bill 148. However, the Ontario government has also quietly taken aim at the pay transparency legislation that the Liberal government announced and passed just before the June election.
We summarized the highlights of the Pay Transparency Act, 2018 in Patrizia Piccolo’s blog in March (which was just before the bill was passed and became law). This act was part of a broader proposal to encourage women’s participation in the workplace.
On October 23, 2018, the Ontario government announced the Making Ontario Open for Business Act (otherwise referred to as Bill 47). Bill 47 represents the first concrete measure the Progressive Conservative Government has taken to repeal many of the amendments introduced in Bill 148, the Fair Jobs, Better Workplaces Act, which the previous Liberal government had passed in late 2017. Below, we have outlined the various proposed changes.
Summer 2018 is coming to an end and employers are getting ready for Fall. It’s an appropriate time to catch up on what has been happening in the employment law world. Here are two developments that arose over the summer and will impact Ontario employers as they make policy changes before year-end.