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Nothing Ambiguous About It - Ontario Court of Appeal Brings Some Clarity to the Interpretation of Termination Clauses

As you will recall, in April of this year, we brought you an e-LERT examining the Ontario Superior Court’s decision in Bergeron v. Movati Athletic (Group) Inc. 2018 ONSC 885 (Bergeron) – a recent decision where the Court nullified a termination clause designed to limit entitlements on termination to the minimums under the Ontario Employment Standards Act, 2000 (ESA). The reason? The clause lacked a “high degree of clarity” and, paraphrasing the Court, could have benefited from the addition of the word “only.” As such, this ambiguity was resolved in favour of the employee plaintiff rather than her employer, the party who drafted the language in question.1

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Complainant Allowed to Participate in Wrongful Dismissal Claim of Her Alleged Harasser

In an unusual decision, the Ontario Superior Court has allowed a complainant in a workplace sexual harassment investigation to participate in the wrongful dismissal trial of her alleged harasser.

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Bill C-45 Passes in the Senate, Making Cannabis Legal in Canada

By way of a 52-29 vote, the Canadian Senate has now passed the federal government’s bill legalizing recreational marijuana in Canada. It is now up to the federal government to set a date for formal legalization, with provincial governments receiving an eight to twelve week period to prepare for the sale of the drug within their province. The Bill is expected to receive Royal Assent within a matter of days.

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Termination of Benefits Coverage at Age 65 Declared Unconstitutional

This decision has been anticipated for quite some time. Although the Ontario Human Rights Code (Code) was amended to remove the upper limit on age discrimination and prohibit mandatory retirement in 2006, discrimination in connection with benefit and pension plans based on age continued to be permitted by the Code and the Benefits Regulation under the Employment Standards Act, 2000 (ESA). These distinctions were rationalized based on advice from insurers and independent studies that pension and benefits plans would suffer because of the costs increases expected to be associated with providing coverage for older workers.

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Legislation Governing Police Record Checks by Ontario Employers Coming Into Force

Almost three years after the Ontario legislature unanimously passed the Police Record Checks Reform Act, 2015 (the Act), it will come into force on November 1, 2018, making Ontario the first province in Canada to establish a comprehensive legislative regime governing police record checks.

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Back to the Drawing Board: Ontario Returns to Old Public Holiday Formula

The Ministry of Labour has announced that, as of July 1, 2018, public holiday pay entitlements in Ontario will be calculated using the formula that existed prior to the enactment of the Fair Workplaces, Better Jobs Act, 2017 (FWBJA). Many commentators - including the authors of this blog - had noted that the new formula contained in the FWBJA resulted in a significant windfall for casual employees and arguably unjustified costs for Ontario employers. The Ministry of Labour has responded to these concerns by reinstating the old public holiday rules on an interim basis while it reviews how to simplify public holiday pay entitlements under the Employment Standards Act, 2000 (the ESA).

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Ontario Passes Pay Transparency Legislation Imposing New Obligations on Employers

On April 26, 2018, the Ontario government passed Bill 3, the Pay Transparency Act, 2018. The Pay Transparency Act, 2018 imposes requirements for employers relating to the disclosure of information about the compensation of its employees and prospective employees for the purpose of promoting “gender equality and equal opportunity” in employment. The new legislation follows on the heels of the Ontario government’s recent amendment to the Employment Standards Act, 2000, which came into effect on April 1, 2018, and requires employers to provide equal pay for part-time, temporary and seasonal employees who perform the same job as full-time employees. (Find our previous blog post on Bill 148 here.)

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If Only It Read "Only" – Ontario Court Nullifies Termination Clause then Proposes a Corrected Version

While the Ontario Court of Appeal has had a number of occasions in the last couple of years to weigh in on the question of what makes for an enforceable termination provision in an employment agreement, whether it has in any way stemmed the flow of litigation in this area is a matter of some debate.

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Court Confirms that Employers Can Impose Changes in Terms of Employment Upon Provision of Reasonable Notice

In Lancia v. Park Dentistry, 2018 ONSC 751, the Ontario Superior Court found that an employee who resigned after her employer provided 18 months’ notice of changes to certain terms of her employment and a signing bonus had not been constructively dismissed.

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Ontario Government Introduces Further Protections for Temporary Help Agency Workers

An amendment to Ontario’s Workplace Safety and Insurance Act, 1997 (WSIA) that expands liability for injuries sustained by temporary help agency employees has been proclaimed into force.

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Ontario Court Rules Allegations of Workplace Sexual Harassment are “Not Connected to Employment,” Not Covered by Release

A recent decision of the Ontario Superior Court highlights the importance of including a comprehensive release in any separation package offered to an employee upon dismissal, particularly in the context of the #metoo movement where workplace sexual harassment has become a top concern for employers.

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Compliance Alert: Ontario’s Equal Pay for Equal Work Laws in Effect on April 1, 2018

The impacts of Bill 148 continue to be felt by Ontario employers as even more significant changes to the Employment Standards Act, 2000 (the ESA) are starting to come into effect.

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Ontario Introduces Pay Transparency Legislation to Address Wage Gaps

On March 6, 2018, the Ontario Government introduced Bill 203, the Pay Transparency Act, 2018, which is intended address wage gaps and increase pay transparency by requiring employers to track and publish employee compensation details.

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Ontario Court of Appeal Provides Further Guidance on the Enforceability of Termination Provisions...Again

In a good-news decision for employers, the Ontario Court of Appeal upheld another less than perfect termination provision, adding to its growing collection of decisions on the issue of the enforceability of termination provisions in individual employment contracts.

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Employer Posting Requirement: Updated Employment Standards Poster

In connection with the changes to the Employment Standards Act, 2000 coming into force on January 1, 2018, the Ministry of Labour has published a new version of the Employment Standards Poster. Employers are required to post the most recent version of the Employment Standards Poster in the workplace where it is likely to come to the attention of employees and must provide a copy to every employee. The poster must be displayed in English however if the majority language of the workplace is a language other than English, and the Ministry of Labour has published a version of the poster in that language, employers are required to post a copy of the translation next to the English version of the poster.

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Five New Year’s Resolutions for Ontario Employers

Ontario employers can be forgiven for a lack of enthusiasm in ringing in 2018.  Several significant changes to the Employment Standards Act, 2000 (the “ESA”) come into effect as of January 1, 2018 and many employers are scrambling to ensure that their policies and practices are up to date.   However, the ESA amendments are not the only employment issues that should be on your radar for 2018.  We’ve put together a short list of suggested New Year’s resolutions to help employers proactively address potential workplace issues in 2018 and beyond.

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Videocast - Bill 148: Significant Changes on the Horizon for Labour and Employment Laws

Cassels Brock recently hosted a seminar highlighting some of the significant changes and implications of Bill 148 and discussing strategies on how to best prepare for these changes to employment standards, enforcement measures and labour relations. You can now watch a videocast of this seminar - featuring Laurie Jessome, Caitlin Russel and Pamela Hinman - here.

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Bill 148 Receives Royal Assent, Significantly Altering Labour and Employment Laws in Ontario

On November 27, 2017, Bill 148, the Fair Workplaces, Better Jobs Act, 2017, received Royal Assent. Bill 148 makes significant amendments to Ontario’s Employment Standards Act, 2000 (the ESA), Labour Relations Act, 1995 (the LRA), and Occupational Health and Safety Act (OHSA). Certain amendments under Bill 148 will come into force effective immediately, with other amendments coming into force on December 3, 2017, January 1, 2018, and throughout 2018 and 2019.

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Timeline of Bill 148 Amendments to the ESA, 2000

Bill 148 made significant amendments to Ontario’s Employment Standards Act, 2000. Below we have provided a timeline outlining when the most significant changes will come into force. Please note that this is a summary only, and does not contain all of the details relating to the amendments outlined below. Should you require further information regarding any of the amendments, please contact one of the lawyers in CBB’s Employment and Labour Group.

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Canada Labour Code to be Amended to Strengthen Provisions on Workplace Harassment

The federal government recently introduced a bill in the House of Commons that would amend both the Canada Labour Code (the Code) and the Parliamentary Employment and Staff Relations Act to address concerns regarding workplace harassment and sexual harassment.  The government says that Bill C-65 is intended to provide victims of workplace bullying, harassment and sexual harassment with better protections and support. It also aims to prevent workplace harassment and bullying by making employers responsible for ensuring that their workers are not subjected to risk of “accidents and physical or psychological injuries and illnesses.”  Previously, the Code’s workplace safety provisions were primarily focused on accidents and injuries.  The inclusion of psychological  injuries and illnesses is a significant expansion of the employer’s health and safety responsibilities toward its workers. The draft Bill would also expand the protections in Part II of the Code (which relate to workplace safety) to Parliamentary employees, who had previously been exempt from those provisions of the Code. 
 
To achieve these goals, Bill C-65 would  require federally regulated to take the following steps:

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