We are pleased to share a recent Canadian HR Reporter article, “What do employers in Quebec need to know about new OHS rules?,” with insight from Ajanthana Anandarajah.
The article discusses new rules and policies employers need to follow now that remote workers are legally recognized in Quebec. Updates include remote work recognition, new hazard
Special thanks to Sarah Adler, Immigration Legal Counsel.
Our webinar was designed to bring Canadian in-house counsel and human resources leaders up to speed on the top labour, employment and human rights law developments of 2022 and to prepare them for what’s on the horizon in 2023.
Using our “quick hits” format, we
On November 15, 2018, the Ontario government introduced legislation to, among other things, delay the January 1, 2019 in force date of the Pay Transparency Act, 2018 (“Act”). Bill 57, Restoring Trust, Transparency and Accountability Act, 2018, is omnibus legislation to enact, amend and repeal various statutes and is currently at the Second Reading stage.
Continue Reading Ontario Proposes Delay & Rethinking of Pay Transparency Act
On October 23, 2018, the Ontario government introduced Bill 47, Making Ontario Open For Business Act, 2018, to repeal numerous provisions of the previous government’s Fair Workplaces, Better Jobs Act, 2017 (Bill 148). The government indicated that the proposed amendments are designed to “remove the worst burdens that prevent Ontario businesses from creating jobs while expanding opportunities for workers.” We outline the key provisions of Bill 47 below.
Continue Reading Ontario Government Introduces Bill 47 to Reverse Most of Bill 148
Ontario employers who conduct police record checks for hiring or other purposes should be aware that new legislation comes into force on November 1, 2018. The Police Record Checks Reform Act, 2015 and its Regulations will apply to checks conducted on a Canadian police database. At present, police record checks are not regulated and practices vary depending upon where the check is completed. As of November 1, the process and contents of police record checks will be standardized in Ontario. Below, we outline what you need to know about the new requirements.
Continue Reading Conducting a Police Record Check? What You Need to Know for November 1
Publicly-traded companies headquartered in California will need to have at least one female director on their board by the end of 2019 under a new law in California. Our colleagues in the Golden State, Susan Eandi and Caroline Burnett, provide details on the new law and initiatives in other jurisdictions to address the gender
The Ontario government has introduced proposed amendments to the province’s regulatory framework for cannabis. If passed, Bill 36, the Cannabis Statute Law Amendment Act, 2018, will alter the newly-introduced Cannabis Act, 2017 (not yet in force) and other provincial legislation to reflect the current government’s plan for dealing with the legalization of recreational cannabis on October 17, 2018.
Continue Reading Legalization is in the Air – Ontario Moves to Amend Previous Government’s Cannabis Legislation
As promised in the 2015 election campaign, the federal government has introduced accessibility legislation. Bill C-81, An Act to ensure a barrier-free Canada (Accessible Canada Act) is the result of a cross-country consultation process with Canadians and received First Reading on June 20, 2018.
Continue Reading Federal Accessibility Legislation in the Works
The Ontario Government is abandoning its current method for calculating public holiday pay which came into effect under the Fair Workplaces, Better Jobs Act, 2017 (“Bill 148”). Employers will need to revert back to the previous calculation method, although this reversal is only temporary. Ontario plans to introduce yet another calculation method following a review of the public holiday system, which is proposed to occur later this year.
Continue Reading Ontario Reverts Back to Previous Public Holiday Pay Calculation (For Now)
On April 1, 2018, employers in Ontario will be subject to the new equal pay provisions under the Employment Standards Act (“ESA”) brought in by Bill 148. As a general rule, employers can no longer establish distinct pay rates based on a “difference in employment status”, defined as follows:
Continue Reading Compliance Check: Do Your Pay Rates Comply with Bill 148?
