As the government starts lifting or relaxing certain orders and directives made under the Emergency Management and Civil Protection Act, employers are turning their mind to reopening their workplaces. In order to ensure a successful return to work in a COVID-19 world, it is crucial that employers turn their minds to the unique labour and employment considerations that will impact returning to the workplace, including employment standards requirements, health and safety obligations, human rights issues, privacy rights, the impact on pension and benefits, and potential litigation risks.
Tag: Coronavirus (COVID-19)
Ontario Extends Declared Emergency to June 30
On June 2, 2020, the Ontario government extended the declared emergency to June 30, 2020. This extension follows the government’s announcement on May 26, 2020 to extend most of the emergency orders currently in force. For details about the current orders, see our Human Resources Legislative Update post The Orders Made Under the Emergency Management…
Ontario Issues Order Relating to Management of Retirement Homes Where Residents at Risk Due to COVID-19
On May 29, 2020, the Ontario government filed an Order made under the Emergency Management and Civil Protection Act entitled the Management of Retirement Homes in Outbreak (Order). The Order authorizes the Registrar under the Retirement Homes Act, 2010 (Act) to issue a management order under section 91(1) of that Act (Registrar’s Order) where there…
New Order Clarifies Scope of Pandemic Pay
On April 25, 2019, the Ontario government announced that it would be providing temporary pandemic pay to frontline workers fighting COVID-19. At the time, we observed that there were some key unknown elements about pandemic pay that required further direction from the government.
Ontario Government Provides Temporary Relief from ESA Termination and Severance Provisions in Response to COVID-19
On Friday, May 29, 2020, the Ontario government published a new regulation under the Employment Standards Act, 2000 (ESA) that is intended to provide temporary relief from the ESA’s termination and severance provisions for employers whose operations have been shut down or otherwise curtailed by COVID-19 – O. Reg. 228/20, Infectious Disease Emergency Leave (IDEL Regulation).
New Regulation to Provide Temporary Relief from ESA Termination Provisions
Earlier today, the Ontario government published a new regulation under the Employment Standards Act, 2000 (ESA) that is intended to provide temporary relief from the ESA’s termination provisions for employers whose operations have been shut down or otherwise curtailed by COVID-19.
Private Member’s Bill Introduces COVID-19 as a Presumptive Occupational Disease under the WSIA
On May 19, 2020, Bill 191, Workplace Safety and Insurance Amendment Act (Presumption Respecting COVID-19), 2020 was tabled by a Private Member and carried on First Reading in the Ontario Legislature.
Easing of Ontario Restrictions Continues
On May 19, 2020, the Ontario government filed five Orders under the Emergency Management and Civil Protection Act (EMPCA) which extend the existing Orders and which amend some Orders to further ease the provincial restrictions in place as a result of the COVID-19 declared emergency.
Ensuring a Successful Return to Work in a COVID-19 World
As governments start lifting orders and directives made under the Emergency Management and Civil Protection Act (or similar legislation in other jurisdictions), it is understandable that employers and employees alike are anxious to return to their ‘pre-COVID-19 normal’. However, in order to ensure a successful return to work during the largest pandemic in modern history, it is crucial that employers turn their minds to the unique labour and employment issues created by COVID-19 and reopen with a solid return to work plan in place.
Employees Who Continue to Work from Home – Practical Considerations for Employers
As provinces begin to roll out reopening plans for non-essential businesses, the logistical challenges of implementing social distancing in some workplaces mean that many employees will continue to work from home for the foreseeable future. As companies consider which employees will be asked to return to the workplace, and when, the legal considerations and risks associated with work from home arrangements should be taken into account.