As COVID-related restrictions begin to be lifted, employers are properly focused on ensuring that their workplaces and workforces are prepared for reopening. However, there is some suggestion that full or partial reclosings, followed by subsequent reopenings, may need to occur until a vaccine is developed, mass immunity exists, or sufficient treatment methods are implemented. As
Bill Watson was called to the Ontario Bar in 1981. Bill Watson’s practice focuses on large issue litigation and the conduct of complex negotiations, domestically and internationally, in the following fields: collective bargaining; government relations; health law; human rights; international labour standards; inquests; labour relations; occupational health and safety and privacy law. Bill served as the Canada-wide negotiator in the negotiation of the first compensation package for victims of HIV tainted blood in the 1990’s. Bill served for 5 years as a member of the Canadian Employer Delegation to the International Labour Organization including a term as the head of that Delegation and Vice-President of the Annual ILO Conference. Bill has served as a member of the Board of Governors of the University of Waterloo since 2011 and previously served as President of the University of Waterloo Alumni Association.
Our last installment focused on preparing physical workplaces for reopening, having regard to public health and occupational health and safety requirements. At this point, employers following along are alive to critical legal considerations that are unique to physical workplaces. In this installment of The Canadian Employers’ Reopening Playbook we discuss complex legal and practical considerations to return workforces to “COVID-prepared” workplaces.…
Continue Reading The Canadian Employers’ Reopening Playbook (Part 3)
Planning the Return to Work Process
With the pandemic situation continuously evolving, it can be difficult to think about anything besides the immediate response. The early days of the pandemic required employers to act fast and make quick decisions to protect workers, safeguard client/customer relationships, and stabilize operations. But, as restrictions are gradually lifted, and we move beyond the immediate crisis phase, employers across Canada need to carefully plan how to reopen workplaces, resume operations, and get people back to work. A carefully planned and deliberate approach to reopening is required to protect workers in the short-term and remain resilient in the long-term.
This installment of The Canadian Employers’ Reopening Playbook will address key issues employers should consider when planning to reopen physical workspaces.…
Continue Reading The Canadian Employers’ Reopening Playbook (Part 2)
Why Have a Playbook?
As provincial governments move towards reopening their economies and taking steps to return to normal, employers must balance a range of important – and, at times, conflicting – considerations.
Some of the key questions may seem obvious:
- Are we allowed to reopen and if so, when, and with what restrictions?
- What steps are required to keep employees and all other individuals who come into or onto our premises safe?
- How do we get our employees back to work, and what if they don’t want to return at this time?
- How will reopening impact the availability of government support programs for us and our employees?
Over the coming days, through a series of client alerts, we will explore these questions and more, providing detailed and practical guidance that employers can draw upon and adapt for their specific workplaces. The Canadian Employers’ Reopening Playbook will break down common employment-related issues employers should consider when:
- Planning the return to work process;
- Implementing the return to work process; and
- Operating in a changed environment.
Join us on Wednesday, October 17, 2018 for an interactive seminar in our Whitespace Legal Collab in Toronto. Our talented team will share their perspectives and facilitate an exchange of ideas and best practices on hot button issues including:
- Ensuring the workplace doesn’t go to pot
- Bill 148: where are we now?
- Responding to #MeToo
With the newly elected PC majority government, change is the one certainty that Ontario employers can expect. The specifics of what the change will look like have not been spelled out since the PC five-point platform did not touch on areas that directly impact employers. We can nonetheless anticipate that this government will consider initiatives to improve the competitiveness of Ontario businesses, such as the following:…
Continue Reading The Big Blue Machine Returns: What’s Next for Employers
Recent polling suggests that the June 7th Ontario election is a hotly contested race with the NDP currently holding a lead in the polls and the PCs in second place. We are closely monitoring the election developments to keep you informed as to what a new government will mean for Ontario employers.
Below we outline the NDP’s proposed reforms to employment and labour laws. If pursued, the NDP’s proposed initiatives set out in their platform will significantly impact employers and go well beyond the changes recently introduced by the Ontario government under Bill 148. …
Continue Reading Another Orange Crush? What to Expect from an NDP Government
Bill 148: Review & Compliance Check
We invite you to join Baker McKenzie’s Employment & Compensation Group in Toronto on February 28, 2018 as we review key changes under Ontario’s Bill 148 and provide practical guidance to assist you in meeting the new legislative requirements. For the event details and to register, please click here
Ontario employers face a number of new challenges in 2018 as a result of the Fair Workplaces, Better Jobs Act, 2017 (“Bill 148”). To help employers navigate the many changes under Bill 148, we have outlined the key changes that employers need to be aware of. We have also indicated planning actions to consider in view of these changes.…
Continue Reading Bill 148: Key Changes & What to Do About Them
Social media has never been more popular and employers are facing a growing number of risks as a result. In our recent article, we provide guidance on dealing with social media as it impacts the workplace. In addition to outlining the prevailing risks, we suggest proactive steps to avoid issues before they occur. This article…