Stay informed of the latest workplace law developments locally, nationally, and globally. From the timely quick read In A Flash to the In-Depth Analysis of various Advisors, Mathews Dinsdale’s team keeps you up-to-date.
In this issue: 1) Court Upholds “With Cause” Termination of an Employee Who Worked a Secondary Job During Business Hours, 2) Attention Federally Regulated Employers: Recent Amendments to the Canada Labour Code Now in Effect, 3) Temporary Help Agency Licensing: What Employers Need to Know
Read moreFor the third consecutive year, the Ontario Government has introduced legislative amendments to various workplace laws under the so-called “Working for Workers Act”. This year’s iteration – the Working for Workers Act, 2023 – was introduced on March 20, 2023.
Read moreProposed changes would essentially serve to make remote workers eligible for the same “enhanced” notice period as in-office employees in the event of a mass termination. It would also entitle new hires to certain written information about their jobs.
Read moreIn this issue: 1) To Track or Not to Track: Your Organization Needs an Electronic Monitoring Policy for That; 2) Kosteckyj v Paramount: Employee had 25 days to Claim Constructive Dismissal; 3) “Quiet Quitting”: Emerging Issues and the Future of Work
Read moreAs of June 2, 2022, employers with 25 or more employees are required to have a written disconnecting from work policy in place.
Read moreThe B.C. Government has introduced amendments to the Employment Standards Act regarding the new five-day paid sick leave entitlement introduced this year.
Read moreBill 13 – the Employment Standards Amendment Act (No. 2), 2021 received Royal Assent and is now law in B.C. Bill 13 requires employers to provide paid COVID-19-related leave to eligible employees, for up to a maximum of 3 days.
Read moreBC Employment Standards Act has been amended to introduce protected paid leave for employees, for purposes of receiving a COVID-19 vaccination.
Read moreOntario Government has extended the existing measures designed to delay temporary layoffs from triggering ESA termination and severance liabilities to July 3, 2021.
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