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The Program creates a simple reporting process for whistleblowers, which under the Program can include employees, directors or contractors of a company.

In <I>Toronto Transit Commission v. Amalgamated Transit Union</I>, October 6, 2004 (Shime), a labour arbitration decision that could expose supervisors and unionized employers to significant damages, an arbitrator found the Toronto Transit Commission (TTC) and one of its supervisors liable for $25,000 in general damages for the supervisor’s harassment of a union employee.

<p>Most employers are generally aware that they have a duty to accommodate ill or injured employees to the point of undue hardship.

On February 3, 2015, the Ontario Securities Commission issued a Consultation Paper seeking input on a proposed Whistleblower Program.

Canada's human rights codes generally impose a duty on employers to accommodate employees' disabilities to the point of undue hardship.

Many employers mistakenly believe that they have an "ironclad" contract which limits employee severance obligations. The recent decision in Ballim v. Bausch & Lomb Canada Inc., 2016 ONSC 6307 confirms...

The ongoing challenges which employers face in the current economy are highlighted by the decision in Professional Association of Foreign Service Officers v Treasury Board, 2013 PSLRB 110, where the Public Service Labour Relations Board ("Board") found that the Treasury Board ("Employer"), breached its duty to bargain in good faith.

On July 16, 2022, the federal government published the Regulations Amending Certain regulations Made Under the Canada Labour Code (Medical Leave with Pay) (the "Regulations").

In interpreting the ESA, the British Columbia Employment Standards Branch (the "ESB") makes a key distinction between what they consider a practicum and an internship.

The Court upheld a settlement agreement despite the fact that incriminating information tantamount to just cause was subsequently obtained by the employer.

On December 12, 2006, Ontario joins the ranks of jurisdictions allowing employees to choose their own retirement date, courtesy of the Ending Mandatory Retirement Statute Law Amendment Act, 2005.

The Government of Ontario has passed another piece of legislation that substantially amends the province's employment and labour relations legislation.

On the heels of Bill 47, the Making Ontario Open for Business Act, through which the Ontario government undid many of the changes to the Employment Standards Act, 2000 and Labour Relations Act, 1995 ...

Overt acts of racial discrimination are thankfully not as plentiful as in the day of, for example, the Jim Crow South in the United States. This of course does not mean that racism does not exist. It simply takes more subtle forms.

The Court of Appeal for Ontario has been very busy opining on termination clauses in the past two years. In

Joseph Buaron ("Buaron") was recruited by the defendant, AcuityAds Inc. ("AcuityAds") from a competitor.

The Court was clear that an employer must proceed with caution if an employee objects to proposed changes to the terms and conditions of employment.

For the past half-decade, the interpretation of termination clauses have been front and centre in employment litigation in Ontario.