The date set for the legalization of marijuana in Canada is now just over 7 months away. With legalization looming and the holiday season upon us, it is now more important than ever for employers to take proactive steps to respond to the changing legal and social landscape. Continue Reading Dazed & Confused: Navigating Marijuana in the Workplace
The Fair Workplaces, Better Jobs Act, 2017 received royal assent on November 27, 2017. Thus, new requirements will come into force according to the following timeline: Continue Reading Bill 148 Receives Royal Assent: Implementation Schedule
Ontario’s Fair Workplaces, Better Jobs Act, 2017 (“Bill 148”) passed its third reading on November 22, 2017, confirming that many significant changes to Ontario’s labour and employment legislation are imminent.
Most of these changes were summarized in our last Bill 148 article (see here). However, the following significant changes were made to Bill 148 since our last post:
- Family Medical Leave will now be extended to 28 weeks, and will apply to all critically ill family members, not just children.
- The first five days of Domestic or Sexual Violence Leave will now be paid.
- Under the Occupational Health and Safety Act, an employer shall not require a worker to wear footwear with an elevated heel unless it is required for the worker to perform his or her work safely (subject to certain exceptions).
In a recent blog post, we wrote about Bill 148, Fair Workplaces, Better Jobs Act which seeks to amend Ontario’s existing employment standards and labour relations legislation. Since then, Bill 148 has continued to move through the legislative process with committee hearings being held throughout the summer to discuss further changes to the Bill before it may be passed into law.
The Standing Committee on Finance and Economic Affairs met on August 21, 2017. A number of proposals were put forward. The following is a summary of the motions that were passed and will be incorporated into Bill 148. Continue Reading Bill 148: Standing Committee Meeting Signals Changes to ESA & LRA Amendments
If you are a professional sports fan…you know what time of year it is. September 8th is the first day of the NFL season. In three weeks’ time the MLB playoffs will start. The world cup of hockey starts soon. The NHL season begins shortly thereafter. US College football season is already in full force.
If you are not… you might be asking so what? What does this have to do with employment law? What does this have to do with my workplace? Continue Reading Happy September! What are the odds that your employees aren’t gambling at work?
The following article, authored by my colleagues Susan F. Eandi, Louise Balsan and Caroline Burnett, examines the importance of global employment handbooks and why multinationals cannot simply rely on their domestic handbook as they expand abroad. The authors present three primary approaches for multinationals to consider as they prepare their global handbooks. Although written in the context of U.S. multinationals, many of the principles discussed in the article have application to Canadian multinationals as well.
Until recently, about the only workplaces where employers had to worry about noise levels were factories, mines and oil rigs.
That all changed December 9th of last year when Regulation 381/15 was approved. Set to take effect July 1, 2016, the regulation extends noise protection requirements to the following workplaces:
- farming operations,
- construction projects,
- health care facilities,
- fire services,
- police services, and
- amusement parks
On January 11, 2016, the Supreme Court of the United States (“SCOTUS“) heard oral arguments in Freidrichs v California Teachers Association. If questions from the bench are any indication of the Court’s perspective on the matter, public sector unions in the United States may be in trouble.
Freidrichs considers whether California State law requiring non-union members to pay “agency fees” violates the first amendment right to freedom of speech. Agency fees are charged to cover the cost of services performed by the union on behalf of all employees – in particular, collective bargaining activities.
Back by popular demand, we highlight the ten most significant developments in Canadian labour and employment law in 2015: Continue Reading Top 10 Canadian Labour & Employment Law Developments of 2015
With the holiday season in full swing, many employers are in the process of planning their office holiday parties. Holding a social event is a great way to celebrate the holiday season and to thank employees for their hard work. Unfortunately, employers face the risk of liability should an employee be permitted to drink too much and/or engage in inappropriate behavior at a work-related function. There is the added risk of safety-related liability should that intoxicated employee drive home and injure themselves or an innocent third party. Luckily, there are simple and effective ways to reduce these risks.
While it is someone else’s job to make sure there is enough eggnog and to pick the band, it is our job to remind you to take proactive steps when planning your holiday celebration. Here are some tips for hosting a safe and successful office holiday party, while reducing the risk of a multi-million dollar lawsuit.