While we’re sure you’ve already heard all about the Disconnecting from Work legislation introduced in Ontario last year, we felt it was time for a little reminder. Last year, employers who had 25 or more employees as of January 1, 2022 were to have their Disconnecting from Work Policy implemented by June 2, 2022. But...
While the concept of progressive discipline in the workplace isn’t anything new, it is often under-utilized and misunderstood by many employers. In exceptional circumstances, immediate termination for an act of severe misconduct may be appropriate but, in almost all cases, employers should be guided by the principle of progressive discipline before proceeding with termination for...
A recent decision (Besse v. Reach CPA Inc.) from British Columbia’s Civil Resolution Tribunal (“CRT”) has caught the attention of many – both locally and internationally – and in particular, those employers with remote workers. Facts Karlee Besse, an accountant, was terminated without cause after less than 1 year of service with Reach CPA Inc....
The Ontario government’s second Working For Workers Act, 2022 was passed on April 7, 2022 and makes amendments to the Employment Standards Act, 2000 (“ESA”) that relate to the status/classification of IT Consultants and Business Consultants. These changes came into effect as of January 1, 2023. The amendments specifically indicate that ‘business consultants’ and ‘information...
The Government of Canada has announced that, effective December 18, 2022, Employment Insurance (EI) sickness benefits will increase from 15 weeks to 26 weeks. Eligible employees who are unable to work because of illness, injury, or quarantine who file a claim on or after December 18, 2022 will be eligible for EI sickness benefits up...
The British Columbia Ministry of Labour introduced Bill 41, the Workers Compensation Amendment Act (No.2), 2022, in October 2022. If Bill 41 is passed into law, it will increase employers’ obligations to injured workers who operate in BC under the Workers Compensation Act (“WCA”). The most notable implications of the Bill include the creation of...
The holiday season is just around the corner – yes, already! For many employers, this means gearing up for workplace holiday festivities, perhaps for the first time in-person since the breakout of COVID-19. To make sure a holiday party is a big success, all employers, regardless of size, should consider their responsibility to provide a...
At e2r™, the one topic we talk to our clients about daily are terminations. It is definitely one of the trickiest parts of the employment life cycle, which is further underscored by the sheer number of court cases that come from terminations – and the below case is a prime example. The recent Ontario Superior...
Please note the below changes do not impact provincially regulated employers. REMINDER FOR FEDERAL EMPLOYERS Pursuant to legislation first tabled on November 26, 2021 as An Act to amend the Criminal Code and the Labour Code (Bill C-3 – royal assent on December 17, 2021) which was subsequently modified by An Act to implement certain...
Under the common law, employers are generally required to maintain employee benefits over a common law reasonable notice period after being dismissed. This can include long-term disability (“LTD”) benefits, subject to the terms of the insurer’s policy. When employers fail to maintain these types of benefits post-termination, the consequence can be severe. In Pasap v...