On November 22, 2019, the government of Ontario unveiled Supporting Ontario’s Safe Employers. This is an initiative which will formally recognize and provide financial incentives to employers who have successfully implemented an occupational health and safety management system in their workplace. Ontario’s Chief Prevention Officer will accredit successful employers. The government states that this program…
Industry: Hospitality & Gaming
Ensuring a Safe Holiday Party
The holiday season is a time for celebration. For many of us, this may include workplace celebrations. All employers, big or small, should ensure that in addition to traditional party logistics, they take the time to develop a plan for providing a healthy and safe environment for employees and guests at any workplace celebrations.
Ontario’s Bill 132 Referred to Committee, Includes Proposed Amendments to PBA
On November 7, 2019, Bill 132, Better for People, Smarter for Business Act, 2019 (Bill 132), passed Second Reading and was referred to the Standing Committee on General Government. Bill 132 is omnibus legislation which, if passed, will amend a number of statutes, including the Ontario Pension Benefits Act (PBA). Proposed amendments to the PBA…
Update on Ontario Government Wage Restraint Initiatives
In this FTR Now, we look at the amendments made to the Bill and their impact on collective bargaining and non-union wage review activities that may have occurred since the Bill was first tabled. We also discuss the government’s recently announced plan regarding “designated executives” under the Broader Public Sector Executive Compensation Act, 2014 (BPSECA).
FTR Quarterly – Issue 14
In This Issue An Update on Reasonable Notice Periods An Update on Executive Compensation Through the Notice Period Featured Lawyer – Kimberly D. Pepper Featured Topic – Employment Law Featured Articles An Update on Reasonable Notice Periods By: Mitchell R. Smith and Evon Gayle Determining an employee’s reasonable notice upon termination of employment used to…
Budding Industry: Amendments to Cannabis Regulations Legalizing Edible Cannabis Coming Into Force
On October 17, 2019, one year after Canada legalized the sale and purchase of dried and fresh cannabis, oil, seeds, and plants, the government of Canada’s amendments to the Cannabis Regulations made under the federal Cannabis Act will come into force, establishing rules for the legal production and sale of three new classes of cannabis….
Reminder of Upcoming AODA Deadlines
The Accessibility for Ontarians with Disabilities Act (AODA) sets out the process for developing and enforcing accessibility standards in Ontario. Its purpose is to achieve accessibility standards for Ontarians with physical and mental disabilities by 2025. All levels of government, private sector organizations and non-profit organizations must comply with this legislation. Compliance deadline dates depend…
Ministry of Labour Consulting on “Safe at Work” Initiatives
The Ontario Ministry of Labour has announced a consultation entitled “Safe at Work Ontario 2020-21.” The Ministry is seeking information and input from stakeholders in response to specific questions related to the following issues: Hazards The Ministry has identified the top 10 occupational health and safety issues and violations in the workplace. It is asking…
September Update on Changes to the Canada Labour Code – Part 1 [Video]
With a number of changes to the Canada Labour Code having come into force on September 1, 2019, employers in the federal jurisdiction should take note of new and changing labour standards. These include new scheduling and break provisions, the right to flexible work arrangements, changes to holiday and vacation entitlements, a statutory right to refuse overtime, as well as new and amended leaves of absence.
September Update on Changes to the Canada Labour Code – Part 2 [Video]
With a number of changes to the Canada Labour Code having come into force on September 1, 2019, employers in the federal jurisdiction should take note of new and changing labour standards. These include new scheduling and break provisions, the right to request flexible work arrangements, changes to holiday and vacation entitlements, a statutory right to refuse overtime in certain circumstances, as well as new and amended leaves of absence.