An employer failed to protect an employee from assault and sexual harassment in the workplace, and then terminated her employment when she could not return to work due to related mental health disability.
The Ontario Court of Appeal upheld a decision awarding, among other things, $15,000 in moral damages against an employer for bad faith dismissal. The employee had secretly recorded the meeting and successfully used this as evidence in support of their claim.
Ontario Bill 190, the Working for Workers Five Act, 2024, received Royal Assent on October 28, 2024. Bill 190 amends the ESA, the OHSA and other legislation.
As of October 1, 2024, minimum wage in Ontario has increased 3.9% from $16.55 to $17.20 an hour.
After Waksdale, when amending employment agreements, what truly counts as sufficient consideration for new contract terms?
Bill 190 proposes transformative updates to Ontario’s Employment Standards and Occupational Health and Safety Acts, reflecting evolving workplace norms and enhancing worker protections.
The Waksdale v. Swegon North America Inc. decision, which we reported on here (and many times thereafter), opened the floodgates to ongoing…
A recent Ontario Superior Court decision has poked yet another hole in employers’ standard termination clauses, prompting another wave of reviews of…
Where an employee needs a specific qualification to perform a job, is the employer obligated to pay an employee to obtain that…
We published over 50 posts in 2023 as part of our monthly newsletter covering what is new and exciting in labour and…
Jessica McGaw v. Sobeys Capital Inc., 2023 ONSC 6279 (CanLII) In an unusual case, a strategy to discredit a witness by comparing…
Overview In last month’s newsletter, we wrote about the third installment of the Ford Government’s “Working for Workers” legislation, the Working for…
