While it remains to be seen what further action either government may take to mandate reforms within the broader public or private sectors, find out how your School Boards may proactively revisit current gender inclusivity efforts to plan for potential reforms…
Business Operation: Ontario
Insights for Municipal Organizations on New Government Inclusivity Initiatives Targeting Gender Identification Information
New gender identity initiatives signal an increased focus on gender identity issues at both the provincial and federal levels – and are an important step towards greater inclusivity across jurisdictions. Find out how these initiatives may impact employers, agencies and service providers across the Municipal sector…
Insights for Colleges on New Government Inclusivity Initiatives Targeting Gender Identification Information
With the Ontario government planning to announce a gender identification information policy for ministries later this year, the movement towards gender inclusivity in this area is well underway…
Insights for Hospitality and Gaming Organizations on New Government Inclusivity Initiatives Targeting Gender Identification Information
Recently, both the Ontario and federal governments launched significant new initiatives intended to promote inclusivity and ensure equitable treatment of trans and non-binary gendered persons, with a particular focus on gender identification information…
Ontario, Federal Governments Launch Gender Inclusivity Initiatives
On June 29, 2016, the Ontario government announced significant new initiatives intended to promote inclusivity and ensure equitable treatment of trans and non-binary gendered persons…
Employer’s Egregious Mistreatment of Disabled Employee Leads to Increase in Damages Award
In a recent wrongful dismissal case, Strudwick v. Applied Consumer & Clinical Evaluations Inc., the Court of Appeal increased the amount of damages awarded to an employee from $113,782 to $240,000, for what the Court of Appeal described as “a marked departure from any conceivable standard of decent behaviour” in an employer’s treatment of its employee…
Arbitrator Considers “Preference to Full-Time” in Support Staff CBA
In an award released June 29, 2016, George Brown College and OPSEU Local 557, Arbitrator Stephen Raymond considered the obligation in Article 1.2 of the Support Staff Collective Agreement to “give preference to full-time over part-time assignments.”
Appellate Court Considers Intentions of Parties, Finds an ESA-Only Termination Clause Valid
We previously reported on a decision in which a motion judge of the Ontario Superior Court considered…
Arbitrator Rules MOE Memo Restricting Payment of Post-Retirement Benefits Cannot Override Terms of Employment Contract
In Piddisi v Toronto Catholic District School Board, a decision released on June 7, 2016, Arbitrator William Marcotte awarded a retired Supervisory Officer (SO) formerly employed by the Toronto Catholic District School Board (TCDSB) damages for the TCDSB’s failure to pay premiums for post-retirement benefits…
Reaching Out – Eleventh Edition
In this Issue: The Human Rights Tribunal rules that a man’s goatee is not protected by the Ontario Human Rights Code, WSIB and Mental Stress Claims and more…