Ontario election expected to determine survival of Human Rights Code amendments
Proposed changes to Ontario’s Human Rights Code that would have prevented discrimination based on social condition, genetic characteristics, immigration status and police records, was quashed when Ontario’s 41st Parliament was dissolved on May 8, 2018. However, lawyers practicing in areas that involve human rights should remain aware that the proposed amendments represent significant changes to human rights law in Ontario.
A Much-Needed Amendment to Ontario’s Human Rights Code
On October 4, 2017, Liberal MPP Nathalie Des Rosiers introduced a private member’s bill titled the Human Rights Code Amendment Act, 2017 (“Bill 164”). If passed, Bill 164 would amend Ontario’s Human Rights Code to add four new prohibited grounds of discrimination: social condition, genetic characteristics, immigration status and police records. This post explores the definitions of these new grounds, and the implications for employers and employees.
Equal Pay for Equal Work – Recent Changes Now in Effect
What are the recent changes to the Equal Pay for Equal Work provisions in the ESA? In our latest Employment Law blog post, Alexander Dezan explores what these changes mean for employees and for employers.
Changes to the Employment Standards Act: What Were the Missed Opportunities?
As you may have heard, last year the Ontario provincial government passed significant changes to the Employment Standards Act, 2000 (the “ESA”). While many of the changes have progressive and employee-friendly intentions, some changes that are unfavourable to employees have been largely swept under the rug. Furthermore, the government opted not to make certain changes that it should have and, in fact, made others that simply make no sense. Here are three examples.
Pot will soon be legal. Can I bring weed brownies to the staff party?
Ottawa law firm Nelligan O’Brien Payne has several tips for handling marijuana in the workplace
Perpetual Employment with Fixed-term Contracts: Am I An Indeterminate Employee?
The majority of workers in Canada are employed on a permanent basis, with an employment contract of indefinite duration; that is, with no specified end date. Recently, however, there have been interesting cases touching on a terminated employee’s entitlements when employed pursuant to a fixed-term contract.
Welcome, Patrick Brunet
The Employment Law Practice Group at Nelligan O’Brien Payne LLP is pleased to announce a new member of the team, associate lawyer Patrick Brunet.
Family Day – Who is Entitled To A Day Off?
Family Day was introduced by the provincial government in 2008, and it means that employees covered by the holiday provisions in Ontario’s Employment Standards Act, 2000 (ESA) are entitled to this public holiday with pay.
Recent allegations against Patrick Brown highlight the need for Bill C-65
An employee should not have to be subjected to sexual harassment in order to succeed in their career. Allegations of sexual misconduct against former Ontario Progressive Conservative Leader, Patrick Brown, highlight why Bill C-65 is necessary to enact stronger protection for Parliament Hill staff. But while Bill C-65 sounds like a promising first step, there is still legislative work to do.
Termination Clauses: Reading the Fine Print
In the event you are terminated, does your contract act in your best interest? Is the termination clause clear and unambiguous, and therefore enforceable? A recent case, Amberber v. IBM Canada Limited, illustrates the importance of thoroughly reviewing your employment contract, or having someone with expertise review it for you.