Our regular readers may remember our previous posts (here, here and here) on upcoming changes to the Employment Standards Act. Soon, some of these changes will be coming into effect.
Continue Reading Remember: Upcoming Changes to Ontario’s Employment Standards Act
We rarely think about emergencies before they arrive on our doorstep. Yet, the recent civil unrest in Baltimore has presented another eye-opening reminder that no one can predict how or when an emergency might strike. While it might come as a fire or a flood – rather than a riot – it’s clear that when an unexpected crisis arises, it may take a toll on business. But don’t panic. Remain calm. There is one helpful thing that every employer can do; have a plan.
Few people can think clearly and logically during a crisis, so it is important to prepare thoroughly in advance. While no amount of preparation can eliminate all the risks, careful and meticulous planning will undoubtedly limit the costs of inevitable emergencies, save money in the long run and help get the business back to prospering. Continue Reading Before Disaster Strikes: Planning for the Worst Instead of Hoping for the Best
On June 16, 2015, Bill C-525, commonly known as the Employees’ Voting Rights Act (“EVRA“), will come into force. EVRA will make some minor, but impactful, changes to the processes in which unions gain and lose bargaining rights in the federal public sector. Continue Reading No More Stacking the Deck: Employees’ Voting Rights Act Brings Changes to Federal Union Certification and Decertification Processes
Most employers are familiar with the prohibitions against discrimination that exist in human rights legislation throughout Canada. At the centre of the legislative web are protections for employees with disabilities which includes the right to equal treatment in employment.
But what about employees who do not suffer from disabling conditions and are simply predisposed to serious, or life-threatening, conditions? Where do they fit into the legal framework? What protections, if any, do they have in the workplace? What rights, if any, do employers have to know about their genetic vulnerabilities? In short, how do genetic markers and family medical history impact the employment relationship?
These are questions that our human rights laws will be forced to grapple with, and the outcome of ongoing debate about “genetic discrimination” is likely to impact employers across the country. While hard and fast answers for are not yet entirely clear, employers should be aware of the differing viewpoints and potential ramifications. Continue Reading It’s All in the Genes: Genetic Discrimination in the Canadian Workplace
It could be a blizzard, a hurricane or a torrential downpour. The fact of the matter is that Mother Nature can, and will, strike; and, no matter what form it comes in, severe weather imposes challenges upon businesses of all sizes. When faced with issues like slippery or flooded roads, it can be tough to balance the needs of a business with the safety of its employees.
We often get questions from employers who are staring into the face of the proverbial tornado and trying to understand their rights and obligations. This blog will address four of the most commonly asked questions. Continue Reading Weather Permitting? Employer Rights When Faced With Severe Weather
Many in the employer community were surprised by three recent cases (here, here and here) in which the Ontario courts struck down termination clauses in employment contracts for the failure to specifically reference the continuation of benefits through the statutory notice period under the Employment Standards Act, 2000 (the “ESA“). The termination clauses in the employment contracts at issue in these cases appeared, on their face, to be valid and enforceable in light of the prevailing legal principles and existing case law. Continue Reading Is Freedom of Contract Dead in Canadian Employment Law? Termination Clauses and Benefits Continuation Through the Notice Period
Date: March 18, 2015 | Time: 1:00 – 2:00 PM EST
Labour, employment and immigration topics continue to be hot button issues for companies operating in the food and agribusiness space. To help navigate recent changes, Baker & McKenzie’s top employment lawyers will discuss the following topics during our webinar on Wednesday, March 18, 2015:
Continue Reading Webinar: Food & Agribusiness Labour Issues in 2015
(Canadian businesses with U.S. & international operations should consider this webinar, hosted by our colleagues in Palo Alto, California and Munich, Germany.)
More and more employers are adopting Bring Your Own Device (BYOD) programs as a cost-effective way to provide their workforces with the most up-to-date smartphones, tablets and laptops. As recent headlines show, these programs can open the doors to substantial data privacy risks and security breaches, as the use of personal devices for business further blurs the lines between work and private activities. What measures should employers take now to minimize these risks? Continue Reading Webinar: Do You Know Where Your Data Is? BYOD, Social Media, and Other Workplace Tech Developments
Our regular readers will recall our previous posts (here and here) on upcoming changes to the Employment Standards Act. On February 20, 2015, some of these changes will be coming into effect:
If you have any questions about the changes, please feel free to contact our office for assistance.
An employee’s use of intoxicants, like marijuana, can adversely affect the work environment by:
It is no surprise, then, that employees who are found to be under the influence at work often face discipline.
Yet, the rise of marijuana as a treatment for disabling medical conditions (such as epilepsy, chronic pain or post-traumatic stress disorder) has caused this once relatively “clear” issue to become more complex. Continue Reading Going Green: Medical Marijuana and the Ontario Human Rights Code
