Court ruling that the performance carried out by an employee diagnosed with autism, was significantly lower than what may be required of the employee, and due to serious cooperation difficulties, and the fact that the employer could not solve the problems through reasonable measures, objective grounds for notice of termination did exist and therefore, the termination was not in violation of the Employment Protection Act.
Date: Tuesday, 1st December 2020
Time: 9:00 am – 10:30 am EST
Duration: 90 Minutes
Perhaps more than any other year in history, 2020 has kept us all on our toes. For employers, this year brought the unprecedented challenge of managing business operations through a global pandemic, along with numerous significant developments in labour, employment, and human rights law. This engaging webinar will provide participants with an overview of key developments that occurred in 2020, and will offer insight into what employers can anticipate in the year ahead.
Topics covered in this webinar will include:
- Employment agreements: can employers effectively limit termination liability by way of contract?
- Incentive compensation: what might employees be entitled to receive post-termination?
- Overtime: are employers liable to pay for unauthorized overtime?
- Drugs and alcohol: how far does an employer’s duty to accommodate extend?
LSO CPD Hours: This program is eligible for up to 1.5 substantive hours.
To register, please visit: https://filion.on.ca/upcoming-seminars/seminars/2020-year-and-oh-what-year-review/
- Bonnea Channe
- Janeta Zurakowski
- Tawanda Masimbe
- Clifton Yiu
Date and time:
December 1, 2020 9:00 am - 10:30 am (EST)
Definition and Types of Restrictive Covenants The following restrictive covenants are recognised and may be enforceable under the law: Non-compete clauses; Non-solicitation of customers; Non-solicitation of employees. Enforcement of Restrictive Covenants – Process and Remedies Covenants are normally combined with a contractual penalty. The penalty shall be reasonable in relation to the employee’s salary. Normally […]
Restrictions in the Workplace An employer has the right to direct and allocate work and thus is able to restrict employees’ use of Internet and social media during work hours. However, practically, this depends on the type of work that is being performed. Can the employer monitor, access, review the employee’s electronic communications? Furthermore, an […]
Summary The anti-discrimination legislation consists of the Discrimination Act, which prohibits both direct and indirect discrimination as well as harassment in working life based on gender, gender identity or expression, ethnic origin, religion or belief, disability, sexual orientation and age. Furthermore, employers may neither discriminate against part-time nor fixed-term employees, nor treat an applicant or […]
Requirements for Foreign Employees to Work Generally, citizens of countries outside the EU must have a work permit to work in Sweden. EU and EEA citizens do not need a visa and they have the right to work in Sweden without work and residence permits. People who have a residence permit in an EU country, […]
Extent of Protection The pay equity legislation consists of provisions in the abovementioned Discrimination Act, which set forth that employers are required to work with active measures to prevent discrimination and to promote equal rights and opportunities regardless of employees’ gender, gender identity or expression, ethnic origin, religion or belief, disability, sexual orientation and age. […]
Social Security There is no overall legislation regarding employee benefits, but there are some statutory provisions that give the right to payment in certain specific areas. Furthermore, employers are obliged to pay social security tax on the employee’s salary and other employment benefits that, inter alia, include statutory pension contributions. The employer’s social security contributions, […]
Brief Description of Employees’ and Employers’ Associations The “Swedish model” of industrial relations is characterised by a high degree of organisation even though trade union density is currently falling. There are approx. 110 different trade unions and employer’s organisations on the Swedish labour market. The parties have agreed on more than 650 collective bargaining agreements. […]
Grounds for Termination Employers may dismiss employees either with or without notice. A dismissal with notice must be based on objective grounds. Objective grounds are not defined by statute or case law, but can be either for objective reasons or subjective personal reasons. Objective reasons are dismissals based on redundancy, re-organisation or the economic situation […]