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Navigating Ontario’s Employment Standards Act: Part I

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By , March 24, 2014 5:08 pm

Ontario’s Employment Standards Act (the ESA) The ESA sets out the minimum terms of employment for most employees in Ontario. It is a complex law that is difficult to understand. An employer cannot contract out of these minimum standards. Did you know your organization must post a Minister of Labour poster entitled “What You Should Continue Reading…

Workplace Investigations: Some Dos and Don’ts

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By , February 25, 2014 9:52 am

Workplace Misconduct Complaints – “To Investigate or Not to Investigate, That is the Question” Most private sector employers are not required to investigate alleged employee misconduct. Even though there is no such requirement, we suggest that an employer investigate any alleged misconduct that it intends to rely on to prove “just cause”, or any alleged Continue Reading…

Ontario’s Occupational Health and Safety Act (OHSA): Everything you wanted to know but were afraid to ask

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By , February 12, 2014 9:38 am

Mandatory health and safety awareness training is the latest obligation being imposed on Ontario employers under OHSA. All employees must complete training by July 1, 2014. The Ministry of Labour will exempt employers who have already provided equivalent training to its employees. For more information on this new training requirement, click here. Under Bill 168, Continue Reading…

What Is The Cost of Terminating a Pregnant Employee?

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By , January 28, 2014 3:09 pm

The Cost of Terminating a Pregnant Employee A Pregnant Employee’s Rights In Ontario, any woman who is hired at least 13 weeks before the date her baby is expected to be born is entitled to take a pregnancy leave of up to 17 weeks followed by a parental leave of up to 35 weeks. She also has Continue Reading…

Employee Terminations: Doing It Right

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By , January 14, 2014 1:53 pm

Employee Terminations: Doing It Right The toughest job for most managers is terminating a colleague. From the legal perspective, the challenge is to minimize the organization’s legal exposure and conduct the termination meeting in a way that will maximize the prospect that the terminated employee will quickly move on to alternative employment. For each employee Continue Reading…

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