Understanding Canadian human rights law is key to ensuring your organization is fully prepared to deal with issues when they arise. In this video, David Alli discusses what U.S. employers need to know about Canadian human rights law (known as “anti-discrimination law” in the United States) and outlines some key differences between Canadian and U.S. laws.
Practice Area: Human Rights
Federal Government Proposes Significant Workplace Law Reforms
On October 29, 2018, the federal government tabled Bill C-86, the Budget Implementation Act, 2018, No. 2, omnibus legislation giving effect to certain initiatives in its 2018 Federal Budget. If passed, the Bill will make substantial changes to the Canada Labour Code and enact a federal Pay Equity Act, among other things. For federally regulated…
Ontario Government Introduces Safe and Supportive Classrooms Act, 2018
On October 25, 2018, the Ontario government introduced Bill 48, the Safe and Supportive Classrooms Act, 2018. If passed, Bill 48 will amend the Early Childhood Educators Act, 2017, the Ontario College of Teachers Act, 1996, and the Teaching Profession Act to expand the definition of sexual abuse. Notably, the amendments include: clarification that sexual…
Successfully argued to have a human rights complaint dismissed against a college due to the applicant’s disrespectful and inappropriate conduct.
Successfully argued to have a human rights complaint dismissed against a college due to the applicant’s disrespectful and inappropriate conduct.
Ontario Posts New Sign Requirements under the Smoke-Free Ontario Act, 2017
The prescribed signs that employers, proprietors and others will be required to post under the Smoke-Free Ontario Act, 2017 are now available on an Ontario government website.
Successfully represented hospitality and gaming client in summary dismissal of claim before the Human Rights Tribunal.
Successfully represented hospitality and gaming client in summary dismissal of claim before the Human Rights Tribunal.
HRPA Kingston and District Chapter: Legal Dine and Learn
Topic Join us for a small roundtable learning with four lawyers, all speaking on current hot HR topics including Workplace Mediation and Harassment Investigations, the new WSIB Chronic Mental Stress Policy, Duty to Inquire When a Disability is Thought to be Impacting Job Performance, and Marijuana in the Workplace.
HRPA Brockville and District Chapter: Cannabis in the Workplace, What You Need to Know
Topic Join the HRPA Brockville & District Chapter for its first event of the membership year; Cannabis in the Workplace Members and non-members welcome! The evening will begin with a tour of Canopy Growth/Tweed Inc. at 1 Hershey Drive, Smiths Falls (meet at 5pm sharp at the main entrance). Immediately following the tour, the group…
HRPA Quinte and District Chapter: 20th Annual HR Employment and Labour Law Conference
Topics Case Law Update The New WSIB Chronic Mental Stress Policy Legalization of Cannabis When Good Employees go Bad Harassment: What it is, What it is Not Social Media: Policy Best Practices, Misconduct and Litigation Evidence Accommodation Hot Topics: Medical Marijuana, Addictions and Service Animals
OMHRA Fall ECHO Newsletter Features Two Articles by Jessica Toldo
The Fall 2018 issue of OMHRA’s ECHO newsletter features two articles co-authored by Hicks Morley lawyer Jessica Toldo.
In the article “Considerations for Municipal Employers When Drafting Termination Clauses in Employment Contracts,” Jessica discusses the importance of municipal employers having a clear and well-crafted termination provision to minimize the risk that a reviewing court will find the clause to be unenforceable, should litigation arise and highlight five key considerations when drafting termination clauses in light of some important developments in the case law.
The second article authored by Jessica, “HRTO Determines Requiring Proof of Eligibility to Work in Canada on a Permanent Basis is Discriminatory,” reviews a recent case where the Human Rights Tribunal of Ontario found that a pre-employment ‘permanence requirement’ was discriminatory on the basis of the applicant’s citizenship.