Long-Term Disability: Can You Make A Claim After Your Employment Ends?

January 28, 2019
Blog Post

Have you been injured while insured under your employer’s group benefit policy, but only realized the extent of your injury once you were no longer an employee? In this situation, can you still make a long-term disability (LTD) claim? Yes, you can. MacIvor v Pitney Bowes is a 2018 Ontario insurance case concerning the interpretation… Read more »

Update To Cannabis Law In Workplaces – What’s New?

December 21, 2018
Blog Post

Whereas the SFOA previously applied only to medical cannabis, it now applies to cannabis generally.  The distinction between medical and recreational cannabis has been dropped. The SFOA prohibits only smoking cannabis or holding lighted cannabis in “enclosed workplaces”. “Enclosed workplaces” is defined in the SFOA as follows (emphasis added): “enclosed workplace” means, (a) the inside… Read more »

‘Twas The Night Before Christmas: The Dos and Don’ts of Holiday Work Parties

December 13, 2018
Blog Post

With the holiday season upon us, ‘tis the season to talk about the night before Christmas we all look forward to at the workplace: the annual holiday work party. These celebrations come in all shapes and sizes: afternoon teas, gift exchanges, ugly sweater competitions, Christmas caroling, dinner, dancing – the possibilities are endless. Unfortunately, so too are the possibilities for things to go wrong.

Harassment in the workplace: What it looks like and how to handle it

November 5, 2018
Blog Post

It could be a touch on the shoulder, a demeaning comment in front of colleagues or an inappropriate invitation to get together outside of working hours. While these acts may be initially easy to shrug off, with time and repetition they can quickly cross over into workplace harassment. But where is that line drawn?

Will They Believe Me? Workplace Investigations and Credibility

October 9, 2018
Blog Post

In Ontario, the Occupational Health and Safety Act imposes a statutory obligation on employers to investigate workplace harassment and workplace violence. The investigation must be timely, objective, confidential, and thorough. A workplace investigation is typically conducted with reference to the civil standard of proof, whether it was more likely than not that an alleged event or conduct occurred.