In Ontario, employers must abide by the Occupational Health and Safety Act (OHSA) to ensure the safety of their workplace and workers. One legal requirement under OHSA that we often get questions about is an employer’s obligations around Joint Health and Safety Committees (JHSC). Here are some practical tips for employers to meet these obligations. Continue Reading Practical Tips on How Employers Can Meet Their Joint Health and Safety Committee Obligations
By June 1, 2023, employers need to determine whether they must provide naloxone kits in the workplace & meet certain minimum requirements.
Continue Reading An Important Legal Update on Naloxone Kits in the Workplace
While there’s info that can help employers navigate employment issues DIY, there are still situations where you need an employment lawyer.
Continue Reading Time to Call in the Pros: When Do You Need an Employment Lawyer?
Ah, the glow of a fresh new year! It’s human nature to use the holiday season and the start of the new year as a time for self-reflection. As Labour, Employment and Contracts lawyers, we can’t help but suggest you also bring this energy to your business and take a fresh look at your workplace policies.
There are many legally required workplace policies here in Ontario, each with legally required components. Beyond those that are legally required, you likely have or want some other workplace policies in place. Read on for a refresher on those legally required policies and tips and tricks for your review. Continue Reading A Fresh Year and a Fresh Look At Your Workplace Policies
When Mental Health Meets Canada’s Favourite Pastime
A human rights claim alleging discriminatory reasons for a termination is sure to get noticed this week as it intersects with Canada’s favourite pastime: hockey. A former video analyst for the Canucks, Rachel Doerrie, filed a claim alleging that she was told she wasn’t “mentally fit” for the job just days before being terminated by the organization. She is now seeking monetary compensation and asking the human rights tribunal to make orders that will address the discrimination.
Continue Reading Accommodating Mental Health in the Workplace
Post #MeToo we have more and more dialogue about sexual harassment and sexual assault. There has been significant discussion in the areas of what constitutes consent and the power imbalances that exist in the workplace. For those reasons, some employers prohibit intimate contact between employees. Employers take this stance, because they know they could be liable for the sexual misconduct of an employee, whether the misconduct was perpetrated against another employee, a client, or otherwise.
Sexual assault is often discussed as a criminal offence however, frequently we see these allegations arise in the workplace as sexual harassment. Employees can report the conduct in the workplace and/or to the police and pursue a civil lawsuit against the alleged perpetrator and their employer. This can lead to investigations, police involvement, and defending a civil lawsuit. It is best to speak to counsel early in the process, involve your insurer if you have employer insurance or litigation insurance, and educate yourself about the process. Burying your head in the sand will not be effective when dealing with these types of serious allegations.
Continue Reading Employer Liability Post #MeToo
Hello Friends of SpringLaw!
We hope your summer has gone well!
For many of our employer clients, it’s time to get back to business, solidify HR law systems and post-pandemic norms and to gear up for a busy fall.
We want to make that easy for you – we’re excited to announce the launch of our new Boss Law Bootcamp. This comprehensive online program is designed for both new employers not sure where to start as well as boss pros who all need to keep their legal templates and resources up to date.
The Bootcamp includes the up-to-date core HR law contracts and policies you must have in place today, plus bonus guides & checklists AND time with our employment lawyers to customize and help you with the how of implementing the legal infrastructure. We want this to be effortless and quick for you.
And we have an Early Bird price until Sept 15!
COVID-19 rules continue to change quickly. In a previous blog, we indicated that the paid Infectious Disease Emergency Leave (IDEL) would come to an end on July 31, 2022, the deemed IDEL would end on July 30, 2022, and the voluntary IDEL would continue so long as the circumstances leading to an employee’s leave continue and COVID-19 is designated as an infectious disease. Though the end date of the deemed IDEL remains the same and the voluntary IDEL continues to have no set end date, the Ontario government has once again extended the paid IDEL to March 31, 2023. Specifically, on July 21, 2022, the Ontario government filed O. Reg. 464/22: Infectious Disease Emergency Leave, which amends O. Reg. 228/20: Infectious Disease Emergency Leave, by extending Ontario’s paid IDEL days until March 31, 2023.
Continue Reading Infectious Disease Emergency Leave (IDEL): Another Update
With the welcome easing of COVID-19 restrictions in Ontario – from masking requirements to vaccine mandates – it’s been a while since many employers have had to turn their minds to the Infectious Disease Emergency Leave (IDEL). When the IDEL was first introduced, we were faced with an array of questions from employers. Since then, the IDEL has been through several updates and expansions. This blog discusses the most recent update to the IDEL.
Paid IDEL
What’s Changed?
Paid IDEL has now been extended to July 31, 2022. The Ontario COVID‑19 Worker Income Benefit (“Benefit”), which came into effect April 29, 2021, amended the Employment Standards Act, 2000 (“ESA”) and required employers to provide paid IDEL to eligible employees. It was previously set to end on December 31, 2021.
Continue Reading Update: Infectious Disease Emergency Leave (IDEL)
À compter du 14 mai, le port du masque n’est plus obligatoire dans les milieux de travail au Québec, à l’exception des transports et milieux de soins.
Le gouvernement du Québec a publié le 11 mai, 2022, l’arrêté numéro 2022-032 du ministre de la Santé et des Services sociaux, qui précise certaines circonstances où les membres du public doivent continuer à porter un masque, notamment dans les transports et milieux de soins de santé.
Le télétravail et le mode de travail hybride se poursuivent selon les modalités prévues par l’employeur, si applicable.
Continue Reading La fin des masques en milieu de travail