Category: HR Resources
Class actions are a risk for every employer if you are not in compliance with employment standards legislation. While the answer to avoiding liability may seem easy (just comply!) its not always that straight-forward. Compliance is time consuming and it is complicated.
While posting requirements may not sound exciting, it is important for employers to know their obligations. Failure to comply with these requirements can lead to enforcement action, including penalties and fines.
These posting requirements vary somewhat from province to province and are imposed under both employment standards and health and safety legislation. We’ve provided a summary of the mandatory posting requirements in each province – in some cases additional posting requirements may be imposed. More »
Ed. Note: This post was updated to reflect Ontario’s expanded workplace inspections (which began with a “big box” store blitz).
To ensure its COVID-19 rules are being followed at essential businesses, the Ontario government announced that provincial offences officers will be conducting workplace inspections across the province.
Ed. Note: This post has been updated to reflect changing mask requirements.
Across Canada, provinces have instituted a range of mandatory mask orders in response to COVID-19. Now they are required in most Canadian workplaces.
Typically, where masks are required, there are exemptions for children, workers in areas not accessible to the public and able to maintain physical distancing, those with medical conditions preventing them from wearing masks, and situations when masks must be removed (e.g., treatments, services or physical activities requiring removal or identification). Many jurisdictions also have exemptions for courtrooms or proceedings before an administrative tribunal.
Here’s a quick recap of Canada’s mask requirements.
UPDATE – The federal government has called for an election on September 20, 2021. This means that Bills that had been introduced but not yet received Royal Assent (meaning they were not passed into laws) will die on the order paper. Bill C-11 is one of those Bills. This means that, at least for now, the proposed changes to Canada’s privacy laws are not moving forward.
Changes are coming to Canada’s privacy legislation. The federal government introduced new legislation in Bill C-11 that will replace part of the Personal Information Protection and Electronic Documents Act (PIPEDA).
The new Act will be called the Consumer Privacy Protection Act, and while it is similar to PIPEDA in many ways, there are some significant changes. Those changes include significantly greater penalties for non-compliance with the Act, as well as some new requirements.
These amendments are important to every organization that collects, uses or discloses personal information in the course of commercial activities, and will apply across the country (subject to exemptions for provinces that have substantially similar legislation).
If your business or organization is federally regulated (e.g., banks, airlines, shipping, interprovincial trucking), then you need to get ready for new workplace harassment and violence requirements coming into force on January 1, 2021.
Below is a quick review of what you need to know.
In response to COVID-19, the federal government launched three new Canadian benefit programs, including a paid sick leave, for workers. Below is a quick review of the programs, what they cover and how to apply.
Staying on top of the (almost) daily changes in COVID-19 requirements and guidelines is hard enough, but employers must also think about the privacy issues that go along with their COVID-19 response. Employers must comply with privacy legislation and that means paying attention to how personal information is collected, used and disclosed when an employer implements its COVID-19 response. We’ll talk about some of the key privacy issues to consider.
Ontario extended the Infectious Disease Emergency Leave until January 2, 2021. This has implications for non-unionized employees (and their employers) whose hours of work or wages have been temporarily reduced or eliminated due to COVID-19.
On October 1, 2020 there will be increases to the minimum wage rate in Ontario, Saskatchewan and Newfoundland and Labrador. Increases to the minimum wage rate have already taken place in British Columbia (increased on June 1, 2020), New Brunswick (increased on April 1, 2020), Nova Scotia (increased on April 1, 2020) and Quebec (increased on May 1, 2020).