Tag: Employment Standards
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).
Alberta Bill 32, Restoring Balance in Alberta’s Workplaces Act, 2020, includes extensive amendments to the Employment Standards Code. Bill 32 is still making its way through the Alberta legislature. In the meantime, if you have employees in Alberta, here is a quick review of what you need to know.
Typically, under employment standards legislation, a temporary layoff longer than a specified period is considered a permanent layoff (i.e., requiring an employer to provide employees with written working notice of termination and/or to pay termination and severance pay). This post provides a quick review of the jurisdictions that have extended or created exemptions from the temporary layoff periods in response to COVID-19.
Note: This post provides information on the Ontario infectious disease leave of absence.
For information on the potential application of other leaves of absence, including: bereavement leave, compassionate care leave, critical illness leave, family responsibility leave, family caregiver leave and sick leave, you may wish to sign up for Optimize Compliance or, if you need legal advice, consult a lawyer.
In what circumstances does Ontario’s new infectious disease leave of absence apply?
Ontario employees who are are not performing their work duties because of COVID-19, may take an unpaid infectious disease leave of absence.