This article is a co-submission from Birmingham Consulting and Kissinger HR, in response to Ontario’s new requirements under the Working for Workers Act, 2022 to disclose electronic monitoring of employee activity. For many employers, it makes sense to track high-value physical assets like …
AODA and Accessibility
Ontario to Require Employers to Disclose Electronic Monitoring
The "Working for Workers Act 2", has passed third reading and will proceed to the Lieutenant Governor for Royal Assent. This new legislation includes a requirement for "large employers" to inform their employees about how, when, and why the employer is monitoring their work or actions. Ontario …
Lots to Consider with Flexible Work Policies
The biggest impact of the COVID pandemic has been the shift in “how” and “when” people are performing work. As a result, we are seeing more employers adopting “flexible work arrangements” to both retain staff and lower overhead costs. Like all policies, these are not “one size fits all”. When …
The Employee’s Role in the Accommodation Process
The Duty to Accommodate is triggered when employees become ill or injured or require special arrangements for a “protected ground” under the Human Rights Code (some examples are Religion and Family Status). Accommodation is a fundamental and integral part of the right to equal treatment and may …
Accommodating Non-Vaccinated Staff
The “hot topic” right now is mandatory vaccination for workers, particularly those in “close-contact” settings such as health or personal care, food service, and education. We know that some people either will not, or can not, get a vaccine. How do we manage that in the workplace? Medical …
