On March 23, 2020, the Employment Standards Amendment Act (No. 2), 2020 came into force. It amends the Employment Standards Act (“ESA”) in response to the COVID-19 pandemic.
The amendments introduced two types of unpaid job-protected leave, specifically three days
On March 17, 2020, the Alberta Employment Standards Code was amended by an Order in Council, to provide for a new 14 day unpaid leave for employees under quarantine (“Quarantine Leave”), which includes any self-isolation as a result of
In the Ontario Labour Relation Board’s (“OLRB”) first decision concerning workers in the “gig economy”, the OLRB held that Foodora Inc. (“Foodora”) couriers are “dependent contractors” under the Labour Relations Act, 1995 (“LRA”). As dependent contractors, Foodora’s couriers are entitled
For years employment standards legislation has provided a variety of statutory leaves, such as maternity and parental leave, jury duty, and bereavement leave. However, those leaves were always unpaid; the Employer’s obligation was limited to providing the employee unpaid time
Many think Canadian courts award relatively modest damage awards in tort cases, especially when compared to our U.S. neighbours. However, a recent case, Rook v Halcrow, shows that Canadian courts will award significant damages — in that case, the
In Makela v. Horizon School Division No 67, 2019 ABQB 974, Master J.T. Prowse of the Alberta Court of Queen’s Bench dismissed an employee’s claim for wrongful dismissal arising out of a fixed-term employment agreement. While this case ultimately had
In McGuinty v. 1845035 Ontario Inc., 2019 ONSC 4108, Justice Gordon awarded $1,274,174.83 in damages to an employee who had been constructively dismissed. The employee was employed pursuant to a ten-year, fixed-term employment contract that did not contain an early
The wait is over. Announced along with the sweeping changes to Quebec’s Act respecting labour standards (the “Act”) back in June 2018, the regulation regarding Quebec placement agencies has finally been published and is set to come into effect on
Have you taken a look at your organization’s upcoming deadlines under the Accessibility for Ontarians with Disabilities Act (“AODA”)?
By January 1, 2021, certain private-sector organizations will be required to meet the following key deadlines:
On October 17, 2018, the cultivation, sale, distribution and consumption of certain classes of marijuana for recreational (i.e. non-medical) purposes was legalized across Canada, including fresh and dried flowers, seeds, plants and oils.
Many employers have responded to the workplace
