Share on LinkedInShare on LinkedIn

ARTICLE · 15 DECEMBER 2020

Employer Screening For COVID-19

Goldman Sloan Nash & Haber LLP
Explore more from Goldman Sloan Nash & Haber LLP

On September 25, 2020, Ontario introduced the COVID-19 "Screening Tool" for workplaces.

CanadaEmployment and HR
Catherine Willson
Catherine Willson
Jessica Gahtan
Jessica Gahtan
Author LinkedIn connections

On September 25, 2020, Ontario introduced the COVID-19 “Screening Tool” for workplaces. It includes a minimum set of questions that must be asked by employers to employees and essential visitors on each day they come to work, beginning on September 26, 2020.

This Screening Tool requires that employers ask:

  1. Whether the employee has any of the following new or worsening symptoms or signs:
    1. Fevers of chills
    1. Difficulty breathing or shortness of breath
    1. Cough
    1. Sore throat, trouble swallowing
    1. Runny nose/stuff nose or nasal congestion
    1. Decreased or loss of smell or taste
    1. Nausea, vomiting, diarrhea, abdominal pain
    1. Not feeling well, extreme tiredness, sore muscles?

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Tariffs, Terminations And EI: Implications Of Canada’s New Support Package For Employers

Canada's federal government has announced a $3.5 billion rapid response support package in anticipation of retaliatory tariffs against the United States, introducing new temporary employment insurance measures and workforce retention programs. The package extends EI benefits, waives waiting periods, and creates funding opportunities for employers to retain and retrain workers rather than implement large-scale layoffs.
CanadaEmployment and HR
Siskinds LLP
Siskinds LLP
Article

Silva v. Royal Bank Of Canada: A Cautionary Tale About Terminating For Cause

A financial planner's wrongful dismissal case against RBC resulted in over $2.5 million in damages after the bank filed an inaccurate termination notice that destroyed her career prospects. The Ontario Superior Court found the bank's conduct vindictive and its allegations of cause unproven, raising critical questions about employer obligations when reporting terminations in the investment industry.
CanadaEmployment and HR
Affleck Greene McMurtry LLP
Affleck Greene McMurtry LLP
Article

Unsubstantiated Findings In Workplace Investigations: What To Do When You Can’t Decide

When workplace investigators face difficult decisions, many default to marking allegations as "unsubstantiated" to avoid risk. However, this seemingly safe approach carries significant organizational costs, undermines complainant trust, and often stems from insufficient training in credibility assessment and the balance of probabilities standard.
CanadaEmployment and HR
RT Workplace Training & Consulting Inc.
RT Workplace Training & Consulting Inc.