Bill C-74, the Budget Implementation Act, 2018, No 1, is omnibus legislation to implement certain provisions of the federal budget that was tabled on February 27, 2018. The Bill received Royal Assent on June 21, 2018 and will amend several pieces of legislation to, among other things, enhance federal employment benefits
In yet another ground-breaking decision of potentially broad application to Ontario workplaces, the Human Rights Tribunal of Ontario determined that imposing a requirement that job applicants prove they are permanently eligible to work in Canada is discriminatory
The general minimum wage in British Columbia was raised to $12.65 per hour on June 1, 2018. Barring legislative changes, minimum wages will increase again on June 1, 2019 ($13.85 per hour), June 1, 2020 ($14.60 per hour), and June 1, 2021 ($15.20 per hour)
The Police Record Checks Reform Act, 2015, which will introduce significant changes to the processing of criminal checks in the province of Ontario, and how the results of such checks may or may not be disclosed to employers, will come into force on November 1, 2018
The Ontario Court of Appeal has held that an employer may not deny payment of a bonus during the notice period unless the company policy of not paying the bonus is clearly expressed in a document governing the bonus payment scheme
On Wednesday, June 27, 2018 from 8:00-9:30 EST, FWTA will host Labour and Employment Challenges for the Small Business, a free webinar that will review the practical challenges small businesses face with respect to common Canadian employment and labour issues. We will review the impact that recent changes in employment legislation is having on small […]
In a ground-breaking decision, with the potential to affect both unionized and non-unionized workplaces, the Tribunal recently determined that a school board could not rely on section 25(2.1) of the Human Rights Code (the “Code”) to justify the blanket exclusion of employees over 65 years of age from extended health, dental and life insurance benefits.
Ontario has become the first province in Canada to legislate pay transparency through the Pay Transparency Act, 2018 (the “Act”), which will come into force on January 1, 2019. The purpose of this legislation is to promote gender equality and equal opportunity in employment in the workplace, and to eliminate gender and other biases in pay practices. Pursuant to the Act, employers will be prohibited from seeking compensation history information from job applicants, and will be required to provide information regarding compensation for any position being advertised in public job postings. Employers will also be required to prepare “pay transparency reports” for submission to the Ministry of Labour.
A recent decision of the Human Rights Tribunal of Ontario, Aitchison v L&L Painting and Decorating Ltd, 2018 HRTO 238, confirmed that employees do not have an absolute right to smoke marijuana, medical or otherwise, in the workplace. The Tribunal held that the employer’s “zero tolerance” policy was not discriminatory, as it did not impose automatic termination of employment for violations of the policy. Employers are advised to revisit drug and alcohol policies to ensure that any “zero tolerance” type polices do not lead to automatic termination of employment without any flexibility with respect to requests for accommodation. Further, in light of the pending legalization of recreational marijuana use in Ontario, such policies should be amended to contemplate recreational use of legal substances.
A free webinar that will review the state of the law on drug and alcohol testing and offer practical insights regarding auditing and effective implementation of related policies and programs.
These articles on Canadian labour and employment law matters have been authored courtesy of the following Filion Wakely Thorup Angeletti (L&E Global Canada) attorneys: Giovanna Di Sauro, Associate, email@example.com; Laura Freitag, Associate, firstname.lastname@example.org; and Cassandra Ma, Associate, email@example.com.For more information on these articles or any other issues involving labour and employment matters in Canada, please contact Robert Bayne, Partner at Filion Wakely Thorup Angeletti (www.filion.on.ca) at rbayne@