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The Human Resources landscape has significantly changed in the past twelve months. From introduction and then repeal of key employment legislation, to threats of interference with union collective agreements, businesses and organizations are going crazy trying to keep up with changes, and in the process workers are being negatively affected as well. Some highlights I have encountered: A few employers have taken away pay raises that were given under the “equal pay regardless of status” rules, causing constructive dismissal cases and allegations of unfair practices. It’s important to remember that once you offer a benefit to a worker it is Continue Reading »
Did you hear? “Bill 47” (cancelling “Bill 148” put in last year) PASSED and became law last week. Not done yet, the Ford Government is now implementing “Bill 57: Restoring Trust, Transparency and Accountability Act”. Bill 57 has “paused” the upcoming changes required under the Pay Transparency Act (introduced by the former Liberal government) which would have required employers to post wage information on job postings, and added a whole host of reporting requirements on businesses. In addition, the new act is also changing the way Legion Halls are assessed for tax purposes, makes changes to the Alcohol and Gaming legislation regarding Continue Reading »
“Fit for Duty” policies are getting a lot of attention these days, and I am finding that a lot of employers and workers are confused about this terminology and how to apply it in the context of “Safety Sensitive” work. Fit for Duty means that a worker is able to safely perform their assigned duties without any limitations resulting from, but not limited to: the use or after-effects of Drugs, Alcohol, and/or medications. Impaired means “the condition of being less than fully functional to perform the tasks at hand” or “being under the influence of drugs or alcohol” A Safety-Sensitive Position Continue Reading »
There is a lot of misinformation and confusion regarding “where and when and who” can consume Cannabis at work. It is important to remember that Recreational use is a separate entity from Medicinal use, and that Medicinal use is protected under Human Rights Legislation, making it harder to enforce “property-wide” smoking bans. Recreational use is not permitted at work, as this falls into the same category as alcohol. Employers are permitted to discipline workers (make sure you have a good policy in place!) according to company policy on impairment. Medicinal use, as mentioned, is protected under Human Rights. If your Continue Reading »