The Supreme Court of Canada has held that an employer’s work place inspection obligations under the Canada Labour Code (Code) only extend to that part of the work place over which it has physical control, and not to locations beyond its control where its employees may be engaged in work. This decision is welcome news for employers that may require employees to work outside of the employer’s physical location.
In This Issue: Protection in the Face of Employee Fraud, Key Human Resources Decisions in in 2019 and Cases to Monitor in 2020 and more!
In our year-end Federal Post, we review changes to federal labour and employment laws which are anticipated to come into force in 2020. We also provide a quick update on some unjust dismissal cases of note. As always, our best wishes for a happy holiday season. Incoming Legislative Changes in 2020 The past few years…
In a fast paced review, we will examine federal and Ontario legislative changes followed by a review of new risks and liabilities arising out of some recent noteworthy decisions rendered by tribunals, arbitrators and the courts. Before turning to your questions, we will close with a “To Do” list summarizing the learnings.
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.
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.
We have reported on the changes to the Canada Labour Code (Code) which came into effect on July 29, 2019 and on September 1, 2019. The federal government has published new Interpretations, Policies and Guidelines (IPGs) in support of some of these changes, as well as a summary of various amendments which have not yet been proclaimed into force and their anticipated in force dates. Proposed regulations for the incoming Part IV, Administrative Monetary Penalties, of the Code have also been recently published for comment.
Effective July 29, 2019, the occupational health and safety provisions of the Canada Labour Code now apply to specified employers and employees under the Parliamentary Employment and Staff Relations Act (PESRA).
Canadian HR Reporter quoted Hicks Morley’s Jodi Gallagher Healy in an August 12, 2019 article titled “CLC Changes Coming into Force Sept. 1.” “It’s frustrating for employers because there’s so much change at hand, much of which has been put through in a very confusing way,” Jodi says.
In This Issue: The Gig Economy, AI In the Workforce and more!