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.Read Full Article
As employers have discovered in recent years, although termination clauses are a best practice, former employees will do whatever they can to set them aside following termination. In many cases, courts have set termination clauses aside, despite the apparent intent of the parties, where they are not drafted perfectly. A recent case, Wood v. Fred Deeley Imports Ltd., 2016 ONSC 1412 suggests that the very high standard imposed on employers may have lessened somewhat.Read Full Article
The Ontario Court of Appeal has upheld a surprising decision from the Ontario Human Rights Tribunal (“the Tribunal”) that ordered a terminated employee be reinstated to her position with full seniority almost a decade after she had left the workplace.Read Full Article
Thinking of hosting a summer party for your employees? This can be a great way to build morale and team spirit. However, given the potential liability facing employers, care should be exercised. A few precautionary measures can go a long way towards limiting your risks.
With that in mind, here are a few dos and don’ts to help employers host a successful (and liability-free) summer party:
Claims of constructive dismissal and allegations of bad faith in the context of workplace investigations can be particularly challenging for employers. However, a recent decision of the Ontario Superior Court of Justice provides an example of when such claims will not be successful and includes some helpful findings for employers facing similar claims.Read Full Article
As a result of amendments to the Employment Standards Act, 2000 (“ESA”) last year, on October 1, 2015, the general minimum wage in Ontario will increase from $11 to $11.25 per hour. Industry-specific minimum wages for liquor servers, homeworkers, students, and hunters/fishers are also set increase.Read Full Article