Employers and human resource professionals will undoubtedly remember 2021 as another year shaped by the pandemic. But … there were also legal developments in 2021 that were not related to COVID-19. In this FTR Now, we look at some of the year’s notable “non-pandemic” cases and legislative developments of interest.
The federal government recently published Exemptions from and Modifications to Hours of Work Provisions Regulations (Regulations) made under the Canada Labour Code (CLC). The Regulations provide certain exemptions and modifications to the CLC provisions requiring employers to provide 96 hours’ notice of work schedule, 24 hours’ notice of shift change, 30-minute breaks every 5 hours…
There’s no such thing as a “textbook” for accommodation. Your employee may have a challenging physical or mental disability that impacts their ability to do the job. Each scenario is unique and types of disabilities vary. How you respond to an individual’s request can mean significant liability for your organization.
Requests for accommodation based on an individual’s religious beliefs, gender identity and/or gender expression can present unique challenges. How you respond to these types of requests can mean the difference between a finding that suitable accommodations were offered and one that exposes your organization to significant liability. Join us for a webinar that addresses the legal obligations and best practices to keep in mind as it relates to religious accommodation, gender identity and gender expression.
Requests for family status accommodation have become increasingly common in recent years, and in the context of the COVID-19 pandemic, these types of requests are only expected to increase. Whether an employee requests accommodation due to the need to supervise their child during the day, provide increased support for an elderly parent, or care for a family member who has contracted the virus, it is critical that the employer respond in a manner consistent with the current state of the law on family status accommodation. Join us for a webinar that addresses the legal obligations and best practices to keep in mind when engaging in the accommodation process, both during the pandemic and beyond.
Knowing how to manage the accommodation process related to an individual’s code-defined disability can be a day-to-day challenge for employers and service providers alike. Join us as we discuss the legal obligations and best practices to keep in mind as they relate to disability management.
On December 2, 2021, Bill 27, Working for Workers Act, 2021, received Royal Assent. We reviewed Bill 27 in detail in our FTR Now of October 26, 2021, Ontario Proposes Significant Changes to ESA and Other Employment-Related Legislation, as well as our FTR Now of December 1, 2021, Ontario Passes Bill 27, Working for Workers…
On December 7, 2021, the federal government announced that it will propose regulations under Part II of the Canada Labour Code to make vaccination against COVID-19 mandatory in all federally regulated workplaces. The government stated that it will be consulting with key stakeholders on these new regulations, which it anticipates will come into force in…
On November 30, 2021, the Ontario government passed Bill 27, Working for Workers Act, 2021.
The Bill will amend a number of statutes, including the Employment Standards Act, 2000 (ESA), the Occupational Health and Safety Act and the Workplace Safety and Insurance Act, 1997….
On October 21, 2021, the federal government announced that two key pandemic programs, the Canada Recovery Benefit (CRB) and the Canada Emergency Wage Subsidy (CEWS), would not be extended past October 23, 2021. It has proposed extending the Canada Recovery Hiring Program (CRHP)—with narrowed criteria—to May 7, 2022. It also plans to introduce two new programs—The Tourism and Hospitality Recovery Program and the Hardest-Hit Business Recovery Program—that would provide rent and wage subsidies, as well as lockdown support for a targeted set of businesses and organizations, until May 7, 2022, with the possibility of extension until July 2, 2022. The details of the two programs are set out in the Backgrounder, “Targeting COVID-19 Support Measures.”