Bill 105, or the Supporting Small Businesses Act, recently passed a second reading after debate in the Ontario Legislature.

Federal employers should be aware of the risks in terminating employees under the Canada Labour Code.

As many of our regular readers likely know, section 64 the Employment Standards Act, 2000 ("ESA") provides that employees with five (5) or more years of service are entitled to severance pay in addition to their statutory notice requirements.

For a variety of reasons, including shortfalls in retirement savings or job satisfaction, many employees are working well past the traditional retirement age leading to increasing numbers of older employees.

Businesses regularly experience ups and downs. In some cases the good and bad cycles can be predictable and in some cases a downturn is unexpected.

British Columbia's Supreme Court recently overturned a damage award in one of the most noteworthy Human Rights decisions of 2014.

In a move that gives employers some certainty as we head into the New Year,

On Friday, September 25, 2020, the Government of Ontario amended O. Reg 364/20, effective Saturday, September 26, 2020. This Regulation sets out the Rules for Areas in Stage 3.

As you know, the Provincial Government has the authority to publish convictions under the Provincial Offences Act, including those for violations of the Occupational Health and Safety Act.

Restrictions have eased and many mask and vaccine mandates have been lifted, but the impacts of COVID-19 in the workplace are still here, as one employer recently found out.

Although uncommon, from time to time employers may find themselves dealing with job abandonment. As the very recent decision of Hettrick v Triple F Paving illustrates, however, it is crucial to...

Many employers want to prevent employees from pursuing their customers when or if the employee moves to a competitor.

Earlier today the government of Ontario provided an outline of its plan to help control the spread of COVID-19 through the province's workplaces.

The law with respect to determining the validity of a resignation in the workplace can seem as murky as the early summer waters of the lake at the cottage.

Employers are well aware of the duty to accommodate under the Ontario Human Rights Code ("OHRC"),

This one is right up there with "two weeks' notice" and "three strikes you're out".

By now we all know that Ontario employers are normally required to provide employees with reasonable notice of termination or pay in lieu thereof when terminating an employee without cause.

In English v Manulife Financial Corporation, the Court of Appeal overturned the motion judge's finding (previously blogged on by CCPartners here)

Ontario's Pay Equity Act aims to remedy systemic gender discrimination in terms of pay in predominantly female occupations.

In a recent decision, the British Colombia Supreme Court upheld the dismissal of a long-service employee following a series of confidentiality breaches.