On April 7, 2020, the Ontario government announced that it is launching the “Health Workforce Matching Portal”. The Portal will enable available health care workers to assist in the province’s response to the COVID-19 pandemic by matching those workers with employers, such as hospitals, clinics and assessment centres, to help, for example, in public health functions such as case and contact management.
Industry: Healthcare
Retirement Homes Given Staffing Powers in Light of COVID-19
On April 2, 2020, the Ontario government issued an order under the Emergency Management and Civil Protection Act authorizing every retirement home and licensee (within the meaning of the Retirements Homes Act, 2010) to take all reasonable steps necessary to respond to, prevent and alleviate the outbreak of COVID-19 in a retirement home.
Nadine Zacks Quoted in Canadian Lawyer Magazine on In-House Counsel Adapting to COVID-19 Operational Changes
With numerous businesses closing or modifying operations to curb the rapid spread of COVID-19, legal departments are facing a host of new challenges. Organizations are struggling to continue serving customers and support employees, many of whom are now working remotely.
New Canada Emergency Response Benefit and Tax Relief Measures
Bill C-13, COVID-19 Emergency Response Act, received Royal Assent on March 25, 2020 after swift passage by Parliament and the Senate. This federal legislation implements the income support and other fiscal measures announced by the federal government on March 18, 2020.
COVID-19 and Long-Term Care – Ontario Takes Significant Steps to Address Staffing Concerns
On Monday, March 23, 2020, the Ontario government issued an Emergency Order granting Ontario Health Service Providers broad authority to take all reasonable steps necessary to staff as needed to deal with the COVID-19 pandemic. The government has now taken two significant steps to grant similar authority to Long-Term Care home providers and Municipal Homes for the Aged to address the staffing issues which may arise due to the emerging pandemic.
Ontario’s Announcement about Closure of Non-Essential Businesses: Questions and Answers for Employers
On March 23, 2020 Premier Doug Ford announced that effective 11:59 p.m. on Tuesday, March 24, all non-essential businesses will be ordered to close for 14 days, and possibly longer. This order is made further to the emergency declared on March 17, 2020 under the Emergency Management and Civil Protection Act. Here is what employers need to consider now.
Hicks Morley Office Changes as of March 16, 2020
Hicks Morley continues to monitor changes to the COVID-19 situation. Our priority has been and continues to be our firm members, our clients and the community. We are making efforts to do our part to reduce the risk and effective immediately, we will continue to have lawyers and staff onsite but most of our lawyers…
Hicks Morley’s Response to COVID-19
All of our offices are presently open for business. As recognized leaders in the areas of employment and labour law, Hicks Morley is well-positioned to assist you in your compliance obligations, developing contingency plans and managing the health and safety of your workforce. We have developed a dedicated webpage as a resource regarding the Coronavirus (COVID-19) to assist employers in navigating the potential impact this pandemic may have on your workplace.
Federal Government Waives EI Waiting Periods for Workers Affected by COVID-19
As part of this initiative, the government will be waiving the mandatory one-week waiting period for Employment Insurance sickness benefits for those workers who are in quarantine or who have been directed to self-isolate as a result of the COVID-19.
Supreme Court of Canada to Consider Jurisdictional Issue Involving Human Rights Complaint Arising in Unionized Workplace
On February 27, 2020, the Supreme Court of Canada granted leave to appeal from a decision of the Manitoba Court of Appeal, Northern Regional Health Authority v Manitoba Human Rights Commission et al, that found a human rights adjudicator had jurisdiction to hear complaints of discrimination where the workplace was governed by a collective agreement….