reviewing candidates’ social media
Photo by Austin Distel on Unsplash

This is Part 1 of our two-part series in social media in hiring. Stay tuned for Part 2 next week! 

Today, there are more users on social media than ever before. Scores of people everywhere in the world are posting personal information online. This information is being consumed by billions of people on a daily basis, some for more personal reasons, others less so. Countless employers have, for instance, rapidly shifted to incorporating the extra step of reviewing potential candidates’ social media activity into the hiring processes. Considering the relative novelty of social media technology, employers should brace themselves for increasing litigation around this in relation to employment issues in the years to come.  Continue Reading Caution to Employers Using Social Media to Vet Potential New Hires

manager exemption for overtime
Photo by Jonas Leupe on Unsplash

Last week we wrote about ways employers can manage overtime liabilities with Averaging Agreements and Time in Lieu. This week we will tackle a commonly litigated overtime issue – the manager exemption. 

The Manager Exemption 

Not every worker is entitled to overtime pay. Exemptions are set out in section 8 of Ontario Regulation 285.1 under the Employment Standards Act, 2000. Included in the list of the exempt is the manager or, to be exact, “a person whose work is supervisory or managerial in character and who may perform non-supervisory or non-managerial tasks on an irregular or exceptional basis.” Who exactly falls under this exemption can be unclear.  Continue Reading Overtime Part 2: The Manager Exemption

SpringLaw is 4!!!!  To celebrate our 4-year anniversary, thank our clients and welcome non-client businesses who are looking for a new way to receive legal services, we are pleased to offer The 444 Toolkit.

The 444 Toolkit is a collection of our most highly sought-after resources our clients ask for every day:

  • 4 core legal templates
  • 4 of our most popular workplace law guides
  • 4 helpful checklists

If you are a small business owner, looking to update your core legal docs and needing some guidance to navigate this ongoing rollercoaster of the pandemic, this workplace law toolkit is for you!

THIS IS A DEEPLY DISCOUNTED, TIME-LIMITED OFFER! Continue Reading The 444 Employment Law Toolkit

questions about vaccines and employees
Photo by Joshua Hoehne on Unsplash

With the vaccine becoming more widely available, questions about vaccine passports, time off to get the vaccine and whether employers can require employees to get the vaccine are becoming more relevant. 

Paid Vaccination Leave in Saskatchewan

Last week a new paid vaccine leave became law in Saskatchewan. This leave, which was made under Saskatchewan’s Occupational Health and Safety Regulations, 2020, allows workers to take PAID time off to get their vaccines. Saskatchewan is the first jurisdiction in Canada to implement this type of leave.  Continue Reading Vaccinating the Workforce

Over the course of the past year, many people have had reductions in earnings and received some form of government income assistance - EI, CERB or Canada Recovery Benefit (CRB). In some cases, employees who initially thought that their interruption or reduction in earnings was temporary have had their employment terminated.  In almost all termination situations an employee will be entitled to some form of termination payment from the employer. Employees who are also receiving government income assistance may wonder how their government payments will be impacted by their termination packages.  While not everything is crystal clear at this point, we have some thoughts! Layoffs and the Deemed IDEL  As noted, in some circumstances, employees have been temporarily laid off. During 2020, these layoffs converted into Deemed Infectious Disease Emergency Leaves (IDEL). Unless an employee is terminated, these Deemed IDELs will continue during the COVID-19 Period, which is presently set to end July 3, 2021.  While an employee is not receiving income, or while they are receiving 50% or less of their pre-COVID income due to COVID-19 reasons, they will typically be eligible for EI or the CRB.  Employees who have not had their employment ended at the end of the COVID-19 Period can expect to either be recalled to work or be placed on a temporary layoff. A temporary layoff can continue for up to 35 weeks if the employer continues the employee benefits. An employee can expect to continue to be eligible for CRB or EI after the COVID-19 period should they be continued on a layoff.  Terminations, EI, CERB and CRB An employee who is terminated while on the Deemed IDEL should receive their termination entitlements up to the date of their termination. This means that for the purposes of calculating length of service the employee’s time on the Deemed IDEL should be included. This should also mean that the income replacement benefits that the employee received prior to their termination date should not be required to be paid back, for reasons of double-dipping. The termination package should cover a time period after the termination date and therefore not impact the benefits received prior to the termination date.   While it is not 100% clear how the CRA will treat an employee’s continued entitlement to income replacement benefits following the termination date after the employee receives a termination package there are a few general principles:  EI - Typically an employee will not be entitled to EI when they are receiving income from the employer, and EI will regard termination payments as income. However, the government’s EI FAQs state that “As a temporary measure most separation monies received when you are laid off will not affect the payment of your EI benefits for the claims established on or after September 27, 2020 for one year.” This suggests that EI payments with respect to COVID-19 may be treated differently.  CERB - While the period for which employees could receive CERB is over, the government CERB FAQs indicate that “A severance payment does not impact an individual’s eligibility for the Canada Emergency Response Benefit.” This suggests that receiving a termination package will not disentitle an employee from their CERB. In a recent decision the Ontario Superior Court agreed - see Iriotakis v. Peninsula Employment Services Limited, 2021 ONSC 998. CRB - The CRB will likely be treated similarly to the CERB, and we expect that an employee will not have to repay the CRB if they also receive a termination package so long as they continue to maintain eligibility. An employee will be required to re-pay $0.50 of CRB for every dollar of net income earned above $38,000 in the calendar year.  Terminated employees who have been receiving income replacement benefits should get advice so that they can understand the impact of their termination packages on their entitlements to these benefits.Over the course of the past year, many people have had reductions in earnings and received some form of government income assistance – EI, CERB or Canada Recovery Benefit (CRB).

In some cases, employees who initially thought that their interruption or reduction in earnings was temporary have had their employment terminated. 

In almost all termination situations an employee will be entitled to some form of termination payment from the employer. Employees who are also receiving government income assistance may wonder how their government payments will be impacted by their termination packages. 

While not everything is crystal clear at this point, we have some thoughts! Continue Reading Termination Payments and Repaying Government Benefits – EI, CERB and CRB

hr professionals vs employment lawyersHR Professionals vs Employment Lawyers – Who Should Do What to Solve Your Workplace Issues?

Join us as SpringLaw’s Lisa Stam and guest Eric Appleyard, Director of Human Resource Business Advisory at ADP Canada, walk you through who can help with what in your workplace, best practices for HR and external Legal Counsel to collaborate effectively in the grey zone, and how to take cost-effective steps to solve your workplace HR / Legal matters.

  • What day?  Wednesday, March 17, 2021
  • What time? 10:30 am EST
  • Click here to register
  • What if I miss it!?  Don’t worry! All of our past webinars are available on our YouTube channel

SpringLaw’s SpringForward Monthly Webinar Series

Are you looking for a quick and easy way to stay up to date on the fast-changing workplace laws of Ontario? Sign up for our free 30-minute monthly webinar for a rapid-fire snapshot of where the law is right now.

Each session is half an hour, to get you in, out and back to your busy day. Think of it as a monthly coffee break with a community of peers facing the same ups and downs you are. Our interactive online webinar format lets you chat and ask questions, and get connected with other entrepreneurs, business owners and HR professionals.

  • What day?  3rd Wednesday of the month
  • What time? 10:30 am EST
vacation pay class actions
Photo by Aaron Burden on Unsplash

Since 2019, there have been five proposed class actions against insurance companies and banks for failure to pay proper vacation pay to employees, both past and present. The total amount claimed in the aggregate of these five actions is around $1.2 billion. Royal Bank of Canada is a named party in three of the five actions; in one, it is facing a proposed $800-million class-action lawsuit involving thousands of advisors. Bank of Montreal and Allstate Insurance are also named in these class actions. A significant aspect of the allegations against these employers revolves around the calculation of their employees’ vacation pay. The issue is that for many of these employees, the majority of their compensation is and was made up of commissions and bonuses. Their vacation pay, however, was and continues to be based solely on their much lower base salaries. Continue Reading Vacation pay class actions a heads up for employers

new tort of internet harassment
Photo by Tianyi Ma on Unsplash

In Caplan v. Atas, 2021 ONSC 670 the Ontario Superior Court has recognized a new tort of internet harassment or “harassment in internet communications” to be precise. Notably, there is no tort – meaning you cannot sue someone – for just plain old harassment. 

The facts of the Caplan case giving rise to this new tort involved some extreme, wide-reaching and long-lived behaviour on the part of the defendant, Ms. Atas. The case involved multiple plaintiffs, all of who had been victims of Ms. Atas’ online harassment campaigns. A family member of one plaintiff found “80,000 unique search results attributable to Atas, related to some 3,747 online posts, on 77 different web sites, directed against 150 different victims.”  Continue Reading New Tort of Internet Harassment