Changes to Ontario’s OHSA December 06 2024

Ontario’s Working for Workers Five Act, 2024 (Bill 190) received Royal Assent, making changes to the Occupational Health and Safety Act (OHSA), including:

1. Virtual Harassment: The definitions of harassment in the workplace now include virtual settings and online communications.
2. Remote Workers: The OHSA now covers work done remotely from home or other private residences.
3. Electronic Postings: Employers can now share required OHSA information electronically, as long as they instruct employees on how to access it and ensure it is easily available. This includes information like the names and locations of Joint Health & Safety Committee members, a copy of the OHSA, and related explanatory materials.
4. Committee Meetings: Joint Health & Safety Committees can now hold meetings online.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of Ontario

Updates to B.C.'s First Aid Requirements October 24 2024

Effective November 1, 2024, amendments to Part 3 of the Occupational Health and Safety Regulation (OHSR) in British Columbia will require employers to ensure workers receive prompt and appropriate first aid treatment. Employers must align their workplace first aid programs with the updated standards, including conducting a first aid assessment by October 31, 2024.

The criteria for the new first aid assessment include:

• The number of workers at your workplace
• The travel time from the workplace to the closest BC ambulance station
• Accessibility of the workplace to BC Ambulance Staff
• The work activities undertaken at your workplace

Key changes include updated first aid certification and training levels, compliance with Canadian Standards Association (CSA) standards for first aid kits, and mandatory annual first aid drills. Employers must also ensure emergency transportation standards for remote workplaces. Immediate action is required to review and implement these changes, with a new workplace first aid assessment to be conducted in consultation with the joint health and safety committee or worker health and safety representative.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of British Columbia

 

Updates to B.C.'s Health and Safety Regulations October 08 2024

WorkSafeBC has approved updates to the Occupational Health and Safety (OHS) regulations concerning responses to hazardous substance emergencies, which will be implemented starting February 3, 2025. These updates include the obligation to develop documented procedures for sheltering-in-place or other non-evacuation methods and to conduct emergency drills at least annually and following any major revisions to the emergency response plan.

For any questions, please submit a ticket through our OnDemand portal.

Source: WorkSafeBC

Compensation Trends in Canada: A Guide for Employers September 19 2024

In today's competitive job market, attracting and retaining top talent is crucial for any organization's success. As an employer, understanding the latest compensation trends in Canada is essential to stay ahead of the curve and ensure your company remains an attractive destination for skilled professionals. Below are some of the emerging compensation trends in Canada that can help you create a compelling and competitive compensation package below:

1. Embracing Flexible Compensation: One of the most significant trends in the Canadian job market is the increasing demand for flexible compensation packages. Employees are seeking more personalized benefits that align with their individual needs and lifestyles such as flexible work hours, remote work options, wellness programs, and additional vacation days can significantly enhance employee satisfaction and attract top talent.
2. Prioritizing Work-Life Balance: Work-life balance has become a top priority for employees across various industries. Employers who recognize the importance of work-life balance and actively promote it are more likely to attract and retain top performers.
3. Addressing Pay Equity: Pay equity has gained significant attention in recent years, and employers are expected to address any existing wage gaps. Conducting regular pay equity audits and ensuring fair compensation practices can help build trust and foster a positive work environment.
4. Offering Competitive Salaries: While non-monetary benefits are crucial, competitive salaries remain a fundamental aspect of attracting and retaining top talent. It’s important to stay informed about industry salary benchmarks and ensure your compensation packages align with market rates.
5. Investing in Professional Development: Employees value opportunities for growth and development. Investing in professional development programs, mentorship initiatives, and continuous learning opportunities can significantly enhance employee engagement and loyalty.
6. Recognizing Employee Contributions: Recognizing and rewarding employee contributions is vital for fostering a positive work culture. Implementing a comprehensive recognition program that acknowledges outstanding performance, milestones, and achievements can boost employee morale and motivation.

As the Canadian job market continues to evolve, employers must adapt to emerging compensation trends to attract and retain top talent. By embracing the top trends highlighted above, you can position your organization as an employer of choice.

Upcoming Minimum Wage Increases Across Canada September 11 2024

As October 1 approaches, employers across Canada should be aware of the upcoming minimum wage increases in Manitoba, Prince Edward Island (PEI), and Saskatchewan.

• Manitoba will see an increase by $0.50, reaching $15.80 per hour.
• PEI is also set to implement a minimum wage increase, raising it by $0.60 to $16.00 per hour. 
• In Saskatchewan, the minimum wage will increase by $1.00 to $15.00 per hour.

For any questions, please submit a ticket through our OnDemand portal.

B.C. - Minimum Wage Increase August 13 2024

B.C.'s minimum wage has increased to $17.40 an hour from $16.75 on June 1, 2024. The minimum piece rates for the hand-harvesting of the 15 crops specified in the Employment Standards Regulation will also increase by the same percentage on Dec. 31, 2024.

For any questions, please submit a ticket through our OnDemand portal.

Source: Government of British Columbia

Quebec's Bill 60 July 25 2024

Quebec's Bill 60, An Act to authorize the making of collective agreements with a term of more than three years in the public and parapublic sectors, has received Royal Assent and has taken effect. This Act allows the collective agreements in the public and parapublic sectors that follow the collective agreements that expired on March 31, 2023 to have a term of more than three years. It also specifies that private institutions under agreement in the health and social services sector may make a collective agreement for a term of more than three years.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of Quebec

New Ontario Court of Appeal Decision Regarding Fresh Consideration July 13 2024

A recent Ontario Court of Appeal decision in Giacomodonato v PearTree Securities Inc. (PearTree), shows the importance of consideration in employment contracts.

In order for an employment contract to be binding, there must be consideration provided. When an employer wants to update an existing employment agreement, the employee must receive fresh consideration in exchange for agreeing to the new terms.

Mr. Donato sued his employer, PearTree, for wrongful dismissal and won at trial. However, there was a dispute over how his damages should be calculated. PearTree and Mr. Donato signed an original employment agreement, but later engaged in further negotiations when Mr. Donato mentioned the financial consequences of leaving his current job. PearTree agreed to pay him $40,000 to offset those costs, but the new agreement did not explicitly mention this payment.

Mr. Donato claimed that the new contract put him at a disadvantage due to its termination clause, expanded restrictive covenants, and changes in the variable compensation structure and therefore his damages should be based on the first contract. Mr. Donato also stated that he did not receive fresh consideration for the second contract.

PearTree argued that the new contract was more advantageous to Mr. Donato, including the $40,000 payment, additional paid vacation, and a better variable compensation structure. The trial judge did not compare the advantages and disadvantages of the two contracts, stating that it was not the court's role to assess the adequacy of the consideration provided or to determine if the economic benefits outweighed what Mr. Donato gave up. The judge found that the $40,000 payment and additional paid vacation constituted fresh consideration, but the variable compensation structure did not.

The Ontario Court of Appeal upheld the finding, stating that, “courts are concerned with the existence, rather than the adequacy, of consideration.”

However, it is important for employers to be cautious when providing nominal consideration, especially if the new terms are onerous for the employee. It is also worth noting that conditional consideration, such as an incentive bonus or stock options, may be problematic without a signing bonus.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Lexology

 

Nouvelle décision de la Cour d’appel de l’Ontario concernant la contrepartie fraîche

 

Une récente décision de la Cour d’appel de l’Ontario dans le cadre de l’affaire Giacomodonato c. PearTree Securities Inc. (PearTree) démontre l’importance de la contrepartie dans les contrats d’emploi.

Pour qu’un contrat d’emploi soit exécutoire, une contrepartie doit être fournie. Lorsqu’un employeur souhaite mettre à jour un contrat d’emploi existant, l’employé doit recevoir une « contrepartie fraîche » en échange de son acceptation des nouvelles modalités.

 Donato a poursuivi son employeur, PearTree, pour congédiement injustifié et a gagné devant le tribunal. Cependant, il y avait un différend quant à la façon dont ses dommages-intérêts devaient être calculés. PearTree et M. Donato avaient signé un contrat d’emploi original, mais avaient plus tard entrepris d’autres négociations lorsque M. Donato eut mentionné les conséquences financières de quitter son emploi actuel. PearTree avait accepté de lui verser 40 000 $ pour compenser ces coûts, mais le nouveau contrat ne mentionnait pas ce paiement explicitement.

 Donato a affirmé que le nouveau contrat l’avait désavantagé en raison de sa clause de résiliation, de ses clauses restrictives élargies et de ses modifications dans la structure de rémunération variable, et, ainsi, que ses dommages-intérêts auraient dû être fondés sur le premier contrat. M. Donato a également déclaré qu’il n’avait pas reçu de contrepartie fraîche pour le deuxième contrat. 

PearTree a soutenu que le nouveau contrat était plus avantageux pour M. Donato, incluant le paiement de 40 000 $, les vacances payées supplémentaires et une meilleure structure de rémunération variable. Le juge de première instance n’a pas comparé les avantages et les inconvénients des deux contrats, affirmant que ce n’était pas le rôle du tribunal d’évaluer l’adéquation de la contrepartie fournie ou de déterminer si les avantages économiques l’emportaient sur ce à que M. Donato avait renoncé. Le juge a constaté que le paiement de 40 000 $ et les vacances payées supplémentaires constituaient une contrepartie fraîche, mais que ce n’était pas le cas pour la structure de rémunération variable.

La Cour d’appel de l’Ontario a confirmé la décision du juge, affirmant que « les tribunaux s’intéressent à l’existence, plutôt qu’à l’adéquation, de la contrepartie ».

Toutefois, il est important que les employeurs soient prudents lorsqu’ils fournissent une contrepartie symbolique, surtout si les nouvelles modalités sont onéreuses pour l’employé. Il est également important de noter qu’une contrepartie conditionnelle, comme une prime de rendement ou des options d’achat d’actions, peut poser problème en l’absence d’une prime à la signature.

Pour toute question ou pour obtenir de plus amples renseignements, veuillez soumettre un billet par l’intermédiaire de notre portail OnDemand.

 

Source : Lexology

Updates to B.C.’s Pay Transparency Act June 26 2024

Employers in British Columbia with 1,000 or more employees will be required to submit pay transparency reports under the Pay Transparency Act by November 1, 2024. Employers with 300+ employees will have to report by November 1, 2025, and those with 50+ employees by November 1, 2026.

Employers must collect gender information from employees (on a voluntary basis), report on gender-based differences in pay, and publish the reports annually. B.C.’s online reporting tool can be used to generate the pay transparency report. Employers must also ensure ongoing compliance and provide employees with the opportunity to update their gender information. Employers may not include any information related to a gender category in which there are fewer than 10 employees.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of British Columbia

Ontario Introduces Bill 194 – New Requirements for Cyber Security, AI and More June 19 2024

The Government of Ontario has introduced Bill 194, the Strengthening Cyber Security and Building Trust in the Public Sector Act, 2024. The bill proposes the Enhancing Digital Security and Trust Act, 2024 (EDSTA), which would introduce new requirements for cyber security, artificial intelligence (AI), and technology affecting minors in the public sector. The EDSTA would apply to institutions covered by the Freedom of Information and Protection of Privacy Act (FIPPA) and the Municipal Freedom of Information and Protection of Privacy Act (MFIPPA), as well as children's aid societies and school boards. Schedule 2 of the bill also proposes amendments to FIPPA, including mandatory privacy impact assessments (PIAs), breach reporting obligations, and new powers for the Information and Privacy Commissioner of Ontario (IPC). The bill is currently at Second Reading in the Legislative Assembly of Ontario, with the public consultation period now closed.

Are 4-Day Work Weeks on the Rise? May 29 2024

It appears that there may be a growing interest in implementing a 4-day work week across Canada. While there is limited statistical data specifically focused on Canada, several surveys and studies indicate a rising trend towards shorter work weeks.  

1. Angus Reid Institute Survey (2019): According to a survey conducted by the Angus Reid Institute, 53% of Canadians said they would prefer a 4-day work week, while only 27% preferred the traditional 5-day work week.
2. ADP Canada Workforce View (2020): In a survey conducted by ADP Canada, 45% of Canadian employees expressed interest in a 4-day work week, with 37% stating they would prefer to work longer hours per day to achieve it.
3. Microsoft Work Trend Index (2021): The Microsoft Work Trend Index, which surveyed global workers, found that 54% of Canadian workers felt overworked and desired a more flexible work schedule, including a shorter work week.
4. Perpetual Guardian Trial (New Zealand): While not specific to Canada, the trial conducted by Perpetual Guardian, a New Zealand-based company, implemented a 4-day work week and reported positive outcomes, including increased productivity and work-life balance. This case study has influenced discussions and interest in shorter work weeks globally, including in Canada.

While these statistics may not be exclusively Canadian, they reflect a broader trend towards a desire for a shorter work week and increased work-life balance. It suggests that the concept of a 4-day work week is gaining popularity in Canada as well.

Quebec - Updates to Workplace Harassment and Sexual Violence May 23 2024

On March 27, 2024, Quebec passed Bill 42, An Act to prevent and fight psychological harassment and sexual violence in the workplace (the "Bill"), creating multiple updates to employment legislation.

Changes Effective March 27, 2024

- Clarification that employers cannot retaliate against employees that have reported witnessing harassment or who cooperate in the processing of complaints.
- Introduction of the definition of sexual violence: “"[A]ny form of violence targeting sexuality or any other misconduct, including unwanted gestures, practices, comments, behaviours or attitudes with sexual connotations, whether they occur once or repeatedly, including violence relating to sexual and gender diversity."
- The cost of benefits incurred due to injuries from sexual violence will be allocated to all employers.

Changes Effective September 27, 2024

- Employers are required to include new additions to psychological harassment prevention policies, including:

1. The methods and techniques used to identify, control and eliminate the risks of psychological harassment, including a section on behaviour that manifests itself in the form of verbal comments, actions or gestures of a sexual nature.
2. The specific information and training programs on psychological harassment prevention that are offered to employees; as well as to persons designated by the employer to handle a complaint or report (we note that the scope and content of this training has not yet been specified at the time of publication of this article).
3. The recommendations on behaviour to adopt when participating in work-related social activities.
4. The procedures for making complaints or reports to the employer or providing information or documents to the employer as well as the information on the follow-up that must be given by the employer.
5. The measures to protect the persons concerned by a situation of psychological harassment and the persons who have cooperated in the processing of a complaint or report regarding such a situation.
6. The process for managing a situation of psychological harassment, including the process that applies to the holding of an inquiry by the employer.
7. The measures to ensure the confidentiality of complaints, reports, information or documents received and to ensure a preservation period of at least two years for the documents made or obtained in the course of managing a situation of psychological harassment.

- The updated harassment policy must be included in prevention plans by October 1, 2025.

- The Bill also establishes heightened protections for employees who are victims of sexual violence in the workplace.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of Quebec

New Ontario Superior Court of Justice Decision Regarding Termination May 01 2024

In a recent Ontario Superior Court of Justice decision, Dufault v. The Corporation of the Township of Ignace, 2024 ONSC 1029 (“Dufault”), the complainant, Dufault, sued her former employer, the Town of Ignace for wrongful dismissal when terminated “without cause.” Dufault was provided with two weeks' notice. Dufault was on a fixed term contract with 101 weeks remaining. The employee sued for salary and benefits for the remainder of the contract’s term.

The Ontario Superior Court of Justice held that the termination without cause section of the contract was invalid because it suggested the employer could terminate the employee in its “sole discretion” and “at any time”, stating that the legislation prohibits employers from terminating an employee in certain circumstances (such as in reprisal for exercising a right). Further, the court stated that the employer limited the employee’s notice to “base salary”, rather than their “regular wages”.

The complainant was awarded damages of 101 weeks’ base salary and benefits less two weeks’ termination pay and benefits provided to date.

For more information on employment legislation in your area, please refer to our Laws tab or submit a ticket through the OnDemand portal.

Source: Lexology

 

Nouvelle décision de la Cour supérieure de justice de l’Ontario concernant le congédiement

Dans une récente décision de la Cour supérieure de justice de l’Ontario, Dufault v. The Corporation of the Township of Ignace, 2024 ONSC 1029 (« Dufault »), la plaignante, Dufault, a poursuivi son ancien employeur, la municipalité d’Ignace, pour congédiement injustifié après avoir été congédiée sans cause juste et suffisante. Mme Dufault a reçu un préavis de deux semaines. Mme Dufault était sous contrat à durée déterminée, et il lui restait 101 semaines de travail. L’employée a poursuivi l’employeur pour obtenir le salaire et les avantages sociaux pour le reste de la durée du contrat.

La Cour supérieure de justice de l’Ontario a conclu que la clause de résiliation sans cause juste et suffisante n’était pas valable parce qu’elle laissait entendre que l’employeur pouvait mettre fin à l’emploi de l’employée « à son entière discrétion » et « à tout moment », et a précisé que la loi interdit aux employeurs de congédier un employé dans certaines circonstances (par exemple, comme représailles pour avoir exercé un droit). Par ailleurs, la Cour a déclaré que l’employeur avait limité le préavis de l’employée au « salaire de base », plutôt qu’à son « salaire habituel ».

Pour en savoir plus sur la législation sur l’emploi en vigueur dans votre région, veuillez consulter notre onglet sur les lois ou soumettre un billet par l’intermédiaire de notre portail OnDemand.

 

Source : Lexology

Ontario Moving Away From Doctor’s Notes for Legislated Leave April 26 2024

In an effort to reduce the administrative burden on physicians, Ontario has announced that it plans to amend the Employment Standards Act, 2000 to remove the requirement for sick notes from employees who intend to use part of all of their three legislated sick days.  Employers will still retain; however, their right to request other evidence when an employee is ill, which could include self-attestation forms or a receipt for over-the-counter medication. 

The new legislation has yet to become official but once in effect, will likely look similar to legislation recently passed in Nova Scotia.

New British Columbia Court of Appeal Decision Regarding Frustration of Contract April 17 2024

A duty free store in British Columbia permanently laid off employees in 2020 due to the Federal Government’s closure of land borders for non-essential travel, due to the COVID-19 pandemic. One of the laid off employees did not receive any termination notice and sued the employer for wrongful dismissal. The employer took the position that the respondent’s employment was frustrated by the border closure, and therefore the employee was not entitled to reasonable notice or payment in lieu of notice.

The trial judge found that the contract was not frustrated, stating that the border closure did not render it impossible for the parties to perform their obligations under contract, and that temporary or transient disruptions to the contract alone do not establish frustration. The British Columbia Court of Appeal held that the defense of frustration of contract had not been established, as the border closure did not alter the nature of the parties’ contractual obligations.

This decision confirms that economic conditions alone may not establish frustration of contract, especially where the offer of employment was not explicitly dependent on the existence of certain market conditions and other economic factors.

For more information on employment legislation in your area, please refer to our Laws tab or submit a ticket through the OnDemand portal.

Source: Lexology

 

Nouvelle décision de la Cour d’appel de la Colombie-Britannique concernant la frustration de contrat

Une boutique hors taxes de la Colombie-Britannique a mis à pied de façon permanente des employés en 2020 en raison de la fermeture par le gouvernement fédéral des frontières terrestres pour les voyages non essentiels en réaction à la pandémie de COVID-19. L’un des employés mis à pied n’a pas reçu de préavis de congédiement et a poursuivi l’employeur pour congédiement abusif. L’employeur estimait que l’emploi de l’intimé était rendu impossible par la fermeture des frontières et que l’employé n’avait donc pas droit à un préavis raisonnable ou à une indemnité compensatrice de préavis.

Le juge de première instance a conclu que le contrat n’était pas inexécutable, déclarant que la fermeture des frontières n’a pas fait en sorte qu’il est devenu impossible pour les parties de remplir leurs obligations contractuelles, et que des perturbations temporaires ou transitoires d’un contrat ne constituent pas une frustration. La Cour d’appel de la Colombie-Britannique a conclu que la défense basée sur la frustration du contrat n’est pas fondée, car la fermeture des frontières n’a pas modifié la nature des obligations contractuelles des parties.

Cette décision confirme que les conditions économiques ne peuvent pas, à elles seules, fonder la frustration d’un contrat, surtout lorsque l’offre d’emploi ne dépendait pas explicitement de l’existence de certaines conditions de marché et d’autres facteurs économiques.

Pour en savoir plus sur la législation sur l’emploi en vigueur dans votre région, veuillez consulter notre onglet sur les lois ou soumettre un billet par l’intermédiaire de notre portail OnDemand.

 Source : Lexology

Manitoba – Updates to Employment Legislation April 11 2024

The Government of Manitoba has announced changes to labour and employment legislation, including:

• Effective October 1, 2024, the minimum wage will increase from $15.30 to $15.80
• National Day for Truth and Reconciliation (Orange Shirt Day) was added as a new general holiday, to be held on September 30 of each year

The following are proposed changes to employment legislation that have been presented:

• Increasing long-term leave for serious injury or illness from 17 to 27 weeks
• Repeal of The Public Sector Construction Projects (Tendering) Act
• Legislation that would stop the use of replacement workers during strikes and lockouts
• Automatic certification of a bargaining unit if a union filed signed membership cards with the Manitoba Labour Board that resulted in a majority of employees in the workplace

For questions or more information, please submit a ticket through our OnDemand portal.

Source: MLT AIKINS / Government of Manitoba  

Ontario’s Bill 149 April 05 2024

On March 21, 2024, Ontario’s Bill 149, the Working for Workers Four Act, 2023 received royal assent, amending the Employment Standards Act (ESA) and other employment legislation.

The following changes are now in force:

- Employers are prohibited from deducting or withholding wages from an employee where a customer of a gas station, restaurant or other establishment leaves without paying their bill.
- The definition of an “employee”, under the ESA, is amended to confirm that work performed in a trial period is considered training and therefore any person performing work in a trial period is to be considered an employee.

The following changes will take effect on June 21, 2024:

- If an employer has a tip sharing policy, the policy must be in writing and posted in the workplace and retained for three years after it ceases to be in effect.
- Employers must pay tips or gratuities to employees in one of the following ways: cash, cheque (payable only to the employee), direct deposit, or any other prescribed method of payment.
- If payments are made to employees via direct deposit, the account must be one selected by the employee, in addition to being in the employee’s name and being accessible only to the employee or a person authorized by the employee.
- Any alternate vacation pay arrangements between an employer and employee must be in writing.

The following changes will take effect in the future on proclamation:

- Employers may not include Canadian experience requirements in any public advertisements or applications forms.
- Employers must keep copies of all public job advertisements for at least three years after the posting has closed.
- Employer must state expected compensation (or range), in any public job posting.
- Employers must disclose if artificial intelligence is used to screen, assess, or select candidates in any public job posting.

For more information on employment legislation in your area, please refer to our Laws tab or submit a ticket through the OnDemand portal.

New Canadian Human Rights Tribunal Decision Regarding Deadnaming March 20 2024

The Complainant, who identifies as a transgender man, using he/him/his pronouns, stated that the Respondent business owner repeatedly deadnamed him. The Complainant stated that despite educating the Respondent, the Respondent refused to use his correct pronouns and name. The Complaint resigned from his position due to the treatment and fears of the potential dangers of being outed as a trans person in a small town.

The Tribunal affirmed that the Complainant was “vulnerable because of the forces of systemic inequality that continue to oppress, marginalize, and discriminate against transgender people” and held that the Complainant experienced adverse treatment in the course of his employment on the basis of his gender identity and expression.

The Complainant was awarded $18,000 as a result of his loss of employment due to the treatment of the Respondent.

This decision is a reminder to employers to ensure their workplace is free from discrimination and harassment.

For more information on employment legislation in your area, please refer to our Laws tab or submit a ticket through the OnDemand portal.

Source: Fasken

 

Nouvelle décision du Tribunal canadien des droits de la personne concernant l’utilisation d’un morinom

Le plaignant – qui s’identifie comme un homme transgenre utilisant les pronoms masculins « il » et « lui » – a déclaré que l’intimé, propriétaire d’une entreprise, l’a souvent appelé par son morinom. Le plaignant a déclaré que, bien qu’il ait fourni des explications à l’intimé, ce dernier a refusé d’utiliser ses pronoms et son nom corrects. Le plaignant a démissionné de son poste en raison du traitement subi et de ses craintes quant aux dangers que pouvait entraîner la révélation publique de son statut de personne transgenre dans une petite ville.

Le Tribunal a affirmé que le plaignant était [traduction] « vulnérable en raison des forces de l’inégalité systémique qui continuent d’opprimer, de marginaliser et de discriminer les personnes transgenres » et conclu que le plaignant a été harcelé au travail en raison de son identité et de son expression de genre.

Le plaignant s’est vu accorder une indemnité de 18 000 $ pour la perte de son emploi attribuable au traitement qu’il a subi de la part de l’intimé.

Cette décision rappelle aux employeurs qu’il leur incombe de faire en sorte que leur milieu de travail soit exempt de discrimination et de harcèlement.

Pour en savoir plus sur la législation sur l’emploi en vigueur dans votre région, veuillez consulter notre onglet sur les lois ou soumettre un billet par l’intermédiaire de notre portail OnDemand.

 

Source : Fasken

Upcoming Minimum Wage Increases March 05 2024

The following minimum wage increases will come into effect on April 1, 2024:

New Brunswick - $15.30 per hour

Newfoundland & Labrador - $15.60 per hour

Nova Scotia - $15.20 per hour

Yukon - $17.59 per hour

 

For any questions, please submit a ticket through our OnDemand portal.

Source: Government of New Brunswick, Newfoundland & Labrador, Nova Scotia, and Yukon.

Nova Scotia: Changes to Hiring Travel Nurses February 14 2024

To help create more stability in healthcare and long-term care, the government of Nova Scotia announced that travel nurses working for Nova Scotia Health, IWK Health or government-funded long-term care facilities can only be hired for a maximum of 180 days. Travel nurses must wait one year before they can be assigned to work as a travel nurse for these government institutions again.

Further, nurses graduating from post-secondary institutions in Nova Scotia cannot work as travel nurses in the province for one year following graduation.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of Nova Scotia

Accessibility for Manitobans Act: Five-Year Review February 07 2024

Ten years after the law came into effect, the Manitoba government published their second five-year review of the Accessibility for Manitobans Act. The report outlines 27 recommendations and 27 sub-recommendations focused on improving the implementation of the Act. The report recommends improvements to areas such as Manitoba government leadership and its accountability framework, as well as a collaboration process to help the act reach its full potential in making life better for Manitobans.

To view the report, visit: https://accessibilitymb.ca/about-us/plans-reports-and-reviews.html

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Government of Manitoba

 

Loi sur l’accessibilité pour les Manitobains : Examen quinquennal

 

Dix ans après l’entrée en vigueur de la loi, le gouvernement du Manitoba a publié son deuxième examen quinquennal de la Loi sur l’accessibilité pour les Manitobains. Le rapport donne un aperçu de 27 recommandations et de 27 sous-recommandations portant sur l’amélioration de la mise en œuvre de la Loi. Le rapport recommande des améliorations dans certains domaines comme le leadership du gouvernement du Manitoba et son cadre de responsabilisation. Il recommande aussi un processus de collaboration pour aider la loi à atteindre son plein potentiel et à améliorer la vie des Manitobains. Pour consulter le rapport, visitez le site https://accessibilitymb.ca/about-us/plans-reports-and-reviews.fr.html

Pour toute question ou pour obtenir de plus amples renseignements, veuillez soumettre un billet par l’intermédiaire de notre portail OnDemand.

Source : Gouvernement du Manitoba

Updates to Termination Entitlements under the Canada Labour Code January 12 2024

Effective February 1, 2024, federally regulated employees will be entitled to increased notice of termination requirements under the Canada Labour Code. The new entitlements include:

• Two weeks’ notice for employees with at least three consecutive months of continuous employment;
• Three weeks’ notice for employees with at least three consecutive years of continuous employment;
• Four weeks’ notice for employees with at least four consecutive years of continuous employment;
• Five weeks’ notice for employees with at least five consecutive years of continuous employment;
• Six weeks’ notice for employees with at least six consecutive years of continuous employment;
• Seven weeks’ notice for employees with at least seven consecutive years of continuous employment; and
• Eight weeks’ notice for employees with at least eight consecutive years of continuous employment.

Further, employers will be required to provide employees with a statement of benefits, at the time of termination of employment that details their wages, vacation pay, severance pay, and any other benefits and pay arising from their employment.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Canada Labour Code

Updates to B.C.’s Workers Compensation Act December 21 2023

As of Jan. 1, 2024, new requirements under B.C.’s Bill 41 will come into effect, formalizing return-to-work practices and the manner in which work-related injuries will be addressed.

The new duty to cooperate creates obligations for workers and employers to cooperate with each other to identify and make suitable work available to workers in a timely and safe manner following an injury.

The new duty to maintain employment applies only to some employers. If an employer regularly employs 20 or more workers and has employed the injured worker for at least one year before their injury, the employer has an obligation to maintain that worker’s employment.

For questions or more information, please submit a ticket through our OnDemand portal.

Source: Work Safe BC

Holiday Party Considerations November 29 2023

With the holiday season coming up, we’d like to take the time to share some tips for employers to ensure a fun and safe holiday event. If alcohol is being served at your holiday party, it is important to keep in mind that employers have a duty to protect employees from harm. While there is no single quick fix, with some planning and basic precautions, employers can dramatically reduce their chances of risk. Considerations include: 

- Prepare written policies governing alcohol use at all company events and activities. Broadly distribute and publicize these policies to avoid any misunderstanding of your expectations.
- Do not make or allow drinking to be the focus of an event.
- Plan in advance to ensure that guests who may be intoxicated can be taken home safely (cab vouchers, arrange for a bus, etc.).
- Inspect the premises on which any company event will be held to ensure that it is reasonably safe for those who will be drinking.
- If the event is one that young people will be attending, implement identification procedures, such as requiring young patrons to produce a driver’s license or other similar government-issued photo identification.
- Ensure that servers have experience and training.
- Stop serving alcohol long before the event is to end.

Happy Holidays!

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Considérations relatives aux fêtes de fin d’année

À l’approche des fêtes de fin d’année, nous aimerions prendre le temps de proposer aux employeurs quelques conseils pour que les fêtes se déroulent dans la joie et la sécurité. Si de l’alcool est servi à votre fête de fin d’année, il est important de garder à l’esprit que les employeurs ont le devoir de protéger les employés. Bien qu’il n’y ait pas de solution simple, avec un peu de planification et certaines précautions de base, les employeurs peuvent réduire considérablement les risques.

- Préparez des politiques écrites régissant la consommation d’alcool dans le cadre de tous les événements et de toutes les activités de l’entreprise. Distribuez et diffusez largement ces politiques afin d’éviter tout malentendu quant aux attentes de l’entreprise envers les employés.
- La consommation d’alcool ne doit pas être le centre de l’événement.
- Prévoyez des mesures pour vous assurer que les invités qui pourraient être en état d’ébriété soient ramenés à la maison en toute sécurité (bons de taxi, location d’un autobus, etc.).
- Inspectez les lieux où un événement de l’entreprise aura lieu pour vous assurer que l’endroit sera raisonnablement sécuritaire pour les personnes qui auront consommé de l’alcool.
- Si de jeunes personnes participent à l’événement, mettez en œuvre des procédures d’identification, comme l’obligation pour les jeunes de présenter un permis de conduire ou une autre pièce d’identité avec photo émise par le gouvernement pour obtenir une boisson alcoolisée.
- Assurez-vous que les serveurs ont de l’expérience et sont bien formés.
- Cessez de servir de l’alcool longtemps avant la fin de l’événement.

Joyeuses Fêtes!

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