News

Upcoming OHS Changes for Alberta January 22 2020

On January 31, 2020, Alberta employers will no longer be required to have joint health and safety committees (JHSC) or safety representatives based on their number of worksites. Instead, the new legislation states that regardless of the number of worksites, employers are only required to establish one JHSC or safety representative.

Employers in a unionized environment that have JHSC’s written into their collective agreements will be unaffected by these changes until the agreement has expired.

The purpose of the above OHS Act amendments is to reduce the administrative challenges employers face under the current legislation.

To view Alberta’s Occupational and Health and Safety Regulations, or health and safety legislation in your jurisdiction, please navigate to our Laws tab.

Source: Mondaq


Proposed New Penalties for Federal Employers January 16 2020

The federal government plans to introduce penalties for employers who are not in compliance with employment standards legislation. Such penalties would be intended to reduce “widespread non-compliance” with the Canada Labour Code. If the new rules are approved, penalties would range from A to E, A being a less serious offence, and E being an immediate, life-threatening hazard. Spokesperson Isabelle Maheu for Employment and Social Development Canada explains that types of non-compliance can range from less serious incidences such failing to provide a pay stub needed for an investigation, to more serious violations such as dismissing an employee without cause or not having a hazard prevention program in place. In addition, there is also a possibility that an employer will be publically named for non-compliance and/or a Code violation.

We will continue to report on these amendments as more information becomes available. To view the Canada Labour Code, or employment standards legislation in your jurisdiction, please navigate to our Laws tab.

Source: Canadian HR Reporter


OHS Update in Newfoundland and Labrador January 08 2020

Newfoundland and Labrador saw changes to their Occupational Health and Safety (OHS) Regulations on January 1, 2020. The definitions of workplace violence and workplace harassment have been amended, and employers are now required to conduct a risk assessment that includes consideration of issues brought forward by the OHS committee or health and safety representative. In addition, employers must develop, implement, and maintain a written harassment prevention plan in consultation with the OHS committee or health and safety representative. All workers must be trained on such harassment prevention.

To view Newfoundland and Labrador’s Occupational and Health and Safety Regulations, or health and safety legislation in your jurisdiction, please navigate to our Laws tab.

Source: Canadian HR Reporter

 

Mise à jour du règlement sur la SST de Terre-Neuve-et-Labrador

Des changements apportés aux Règlements sur la santé et la sécurité au travail (SST) de Terre-Neuve-et-Labrador sont en vigueur depuis le 1er janvier 2020. Les définitions de la violence et du harcèlement au travail ont été modifiées, et les employeurs sont maintenant tenus de procéder à une évaluation des risques qui comprend l'examen des questions soulevées par le comité de la SST ou le représentant de la santé et de la sécurité. De plus, les employeurs doivent élaborer, mettre en œuvre et maintenir un plan écrit de prévention du harcèlement en consultation avec le comité de la SST ou le représentant de la santé et de la sécurité. Tous les travailleurs doivent suivre une formation sur le plan de prévention du harcèlement.

Pour consulter les Règlements sur la santé et la sécurité au travail de Terre-Neuve-et-Labrador, ou la législation sur la santé et la sécurité dans votre province ou territoire, veuillez consulter notre onglet Lois.

Source : Canadian HR Reporter


Northwest Territories Employment Standards Changes December 18 2019

Effective January 1, 2020, the Northwest Territories will amend their employment standards legislation to include new and enhanced leave provisions. Changes include:

  • Family caregiver leave of up to 17 weeks of unpaid time off in order to provide care or support for an adult family member who is critically ill or injured, and up to 37 weeks for a critically ill or injured child family member.
  • Family violence leave of up to 5 days of paid and 5 days of unpaid leaves per year for individuals who are victims of domestic violence, with an addition of up to 15 weeks of leave in a 52-week period.
  • Compassionate care leave is extended to up to 27 weeks of leave per year.
  • Parental leave is extended to up to 61 weeks of leave which must be taken immediately following an employee’s pregnancy leave, if applicable.

To view the NWT Employment Standards Act, or employment legislation in your jurisdiction, please navigate to our Laws tab.

Source: Government of Northwest Territories

 

Changements aux normes d'emploi des Territoires du Nord-Ouest

À compter du 1er janvier 2020, les Territoires du Nord-Ouest modifieront leur législation sur les normes du travail pour y inclure de nouvelles pour y inclure de nouvelles dispositions améliorées en matière de congés.  Les changements comprennent :

  • Congé pour les aidants familiaux de 17 semaines, sans solde, afin de fournir des soins ou du soutien à un membre adulte de la famille gravement malade ou blessé, et jusqu'à 37 semaines pour un enfant de l’employé gravement malade ou blessé.
  • Congé pour les personnes victimes de violence familiale pouvant aller jusqu'à 5 jours de congé payé et 5 jours de congé non payé par année, avec l’ajout de 15 semaines de congé dans une période de 52 semaines.
  • Le congé de compassion est prolongé jusqu'à 27 semaines de congé par année.
  • Le congé parental est prolongé jusqu’à 61 semaines, qui doivent être prises immédiatement après le congé de maternité d’une employée, le cas échéant.

Pour consulter la Loi sur les normes d’emploi des Territoires du Nord-Ouest ou la législation sur l’emploi dans votre province ou territoire, veuillez consulter notre onglet Lois.

Source : Gouvernement des Territoires du Nord-Ouest


Upcoming Changes to Alberta’s Youth Employment Laws December 11 2019

On January 1, 2020, employers in Alberta will no longer be able to hire employees under the age of twelve unless all of the following conditions are satisfied:

  1. Parental or guardian consent is provided.
  2. The employee is employed in an artistic endeavour.
  3. A permit is obtained by the employer which includes allowable hours and other restrictions as determined during the permitting process.

To view Alberta’s Employment Standards Code or employment legislation in your jurisdiction, please refer to our Laws tab.

Source: HR Insider


Update to Manitoba’s Domestic Violence Leave December 04 2019

Last week, the government of Manitoba stated it plans to broaden the eligibility of Domestic Violence Leave, which currently provides 5 paid days, plus 5 unpaid days of leave per calendar year which may be extended up to 17 additional unpaid weeks of leave for employees who are victims of domestic violence in the home. 

The changes would amend the Employment Standards Code to include all victims of sexual violence and stalking, regardless of whether or not they know the assailant. The proposed changes also ensure that employees can also take such leave if their child, or a person under their care, has been harmed or witnessed domestic or sexual violence.

We will continue to report on this story as it develops. To view Manitoba’s Employment Standards Code or employment legislation in your jurisdiction, please refer to our Laws tab.

Source : HRD Editor

 

Le point sur le congé en cas de violence familiale au Manitoba

 La semaine dernière, le gouvernement du Manitoba a annoncé son intention d'élargir l'admissibilité au congé en cas de violence familiale, qui prévoit actuellement cinq jours payés, plus cinq jours de congé non payés par année civile, pouvant être prolongé jusqu'à 17 semaines de congé supplémentaires pour les employés qui sont victimes de violence familiale à la maison.

Les changements modifieraient le Code des normes d'emploi afin d'inclure toutes les victimes de violence sexuelle et de harcèlement criminel, qu'elles connaissent ou non l'agresseur. Les modifications proposées garantissent également que les employés peuvent aussi prendre un tel congé si leur enfant, ou une personne à leur charge, a été blessé ou a été témoin de violences familiales ou sexuelles.

Nous vous tiendrons au courant des développements au fur et à mesure qu’ils se produisent. Pour consulter le Code des normes d’emploi du Manitoba ou la législation du travail dans votre province ou territoire, rendez-vous à notre onglet Lois.

Source : HRD Editor


Benefits of Employee Recognition November 26 2019

Employee recognition is a critical component of any successful business. It aims to show gratitude and recognize the value in those you work with. When property executed, it can lead to increased employee retention, engagement and morale. However, despite employee recognition being so vital, it is often overlooked and underused by many employers.

Employers are encouraged to increase their employee recognition efforts, which can include formal and informal strategies.

Examples of employee recognition:

  • Meet with employees individually to let them know that their hard work is appreciated
  • Provide an Employee of the Month award
  • Recognize an employee’s length of service with a gift
  • Host a yearly Staff Appreciation Day
  • Acknowledge and celebrate birthdays and/or other life milestones

If you would like more information on employee recognition, please contact our team of HR Advisors using the OnDemand ticketing system.

 

Avantages de la reconnaissance des employés

La reconnaissance des employés est un élément essentiel de toute entreprise prospère. Elle témoigne de notre gratitude et de notre reconnaissance de la valeur de ceux que ceux avec qui nous travaillons. Appliquée comme il convient, elle peut rehausser l'engagement et de la rétention des employés. Cependant, malgré la grande importance de la reconnaissance des employés, elle est souvent négligée et sous-utilisée par de nombreux employeurs.

Les employeurs sont encouragés à bonifier leurs programmes officiels et officieux de reconnaissance des employés.

Voici quelques exemples de la façon de reconnaître vos employés :

  • Rencontrez vos employés individuellement pour leur dire que vous appréciez leur bon travail
  • Offrez un prix de l'Employé du mois
  • Reconnaissez la durée du service d'un employé avec un cadeau
  • Organisez une journée d'appréciation du personnel chaque année
  • Reconnaissez et célébrez les anniversaires ou d'autres étapes de la vie

Pour obtenir de plus amples renseignements sur la reconnaissance des employés, veuillez communiquer avec notre équipe de conseillers en ressources humaines à l'aide du système de billetterie SurDemande.


Public Feedback Wanted in Alberta November 20 2019

The government of Alberta is seeking feedback from the public in regards to potential changes to its employment standards legislation and to ensure such changes are “well-informed.” Albertans may wish to contribute their feedback via the province’s online survey, which closes on Thursday, November 28, 2019.

The survey covers 11 topics related to Alberta’s Employment Standards Code and Regulations, including terminations, youth employment rules, averaging agreements, vacation time, and administrative penalties. The survey can be found here: https://extranet.gov.ab.ca/opinio6/s?s=EmploymentStandards. To view Alberta’s Employment Standards Code, please visit our Laws tab.

Source: Canadian HR Reporter

 

Les commentaires du public sont recherchés en Alberta

Le gouvernement de l'Alberta sollicite l'opinion du public sur les modifications éventuelles à apporter à sa législation sur les normes d'emploi afin de veiller à ce que ces modifications soient « bien éclairées ». Les Albertains peuvent faire part de leurs commentaires par l’entremise du sondage en ligne de la province, qui se terminera jeudi le 28 novembre 2019.

L’enquête porte sur 11 sujets liés au code et aux normes de l’emploi de l’Alberta, notamment les licenciements, les règles relatives à l’emploi des jeunes, les ententes de calcul de la moyenne, les vacances et les sanctions administratives. Le sondage est disponible ici : https://extranet.gov.ab.ca/opinio6/s?s=EmploymentStandards. Pour en savoir plus sur le Code des normes d’emploi de l’Alberta, veuillez consulter notre onglet Lois.

Source : Canadian HR Reporter


New Restrictions when Recruiting Immigrants November 13 2019

The recent case of Haseeb v. Imperial Oil is a good reminder to employers that asking certain questions during the recruiting process could be problematic and lead to a finding of discrimination. Imperial Oil had a policy which required applicants to be able to work in Canada on a “permanent basis.” The applicant was a non-citizen but was entitled to a post-graduate work permit which would have allowed him to lawfully work full-time in Canada for three years. The applicant knew the employer would not hire someone on a work permit, therefore he lied on the pre-employment questionnaire and stated he was already eligible to work in Canada on a permanent basis. Although the applicant was ranked as top candidate, the employer rescinded the offer when he was not able to provide proof of permanent residency.

The Human Rights Tribunal of Ontario ultimately found the employer’s requirement of “permanent residence” was discrimination based on the prohibited ground of citizenship. Haseeb was awarded over $100,000 representing four years of lost salary, and $15,000 for injury to dignity and self-respect. Ultimately, the Tribunal found that simply asking this type of question was a breach of the Human Rights Code and that applicants are entitled to lie in response to discriminatory questions.

Source: Stringer LLP

 

Nouvelles restrictions lors du recrutement d'immigrants

Dans l'affaire Haseeb c. Imperial Oil, il est bon de rappeler aux employeurs que poser certaines questions au cours du processus de recrutement pourrait poser problème et mener à une allégation de discrimination. La politique d’Imperial Oil exigeait que les candidats puissent travailler au Canada sur une « base permanente ». Le candidat était un non-citoyen, mais avait droit à un permis de travail post-diplôme qui l’aurait habilité à travailler légalement à temps plein au Canada pendant trois ans. Sachant que l'employeur n'embaucherait pas quelqu'un possédant un permis de travail, le candidat a donc menti sur le questionnaire préalable à l'emploi et déclaré qu'il était déjà admissible à travailler au Canada de façon permanente. Bien que le Haseeb ait été classé comme le meilleur candidat, l'employeur a annulé l'offre d’emploi quand il n’a pas été en mesure de fournir une preuve de résidence permanente.

Le Tribunal des droits de la personne de l'Ontario a finalement conclu que l'exigence de « résidence permanente » de l'employeur était une discrimination fondée sur le motif illicite de discrimination lié à la citoyenneté. Haseeb a reçu plus de 100 000 $, soit quatre années de perte de salaire et 15 000 $ pour atteinte à la dignité et à l’estime de soi. Fondamentalement, le Tribunal a conclu que le simple fait de poser ce genre de question était une violation du Code des droits de la personne et que les candidats ont le droit de mentir en réponse à des questions discriminatoires.

Source : Stringer LLP


Ontario Superior Court Helps Clarify Restrictive Covenants October 30 2019

In the recent decision of Stress-Crete Limited v. Harriman, 2019, the Ontario Superior Court provided guidance on how to draft enforceable restrictive covenants.

In this case, an employee, who worked as a Sales Manager at Stress-Crete, resigned to work as a Sales Representative for a direct competitor. Stress-Crete filed an injunction, alleging that the employee was in violation of his non-competition, non-solicitation, and confidentiality covenants.

The court found the non-solicitation and confidentiality covenants to be enforceable, as they were deemed to be clear and reasonable. The non-competition covenant, however, was found to be unenforceable due to ambiguity. The covenant did not provide language surrounding a specific geographic area.

This case is an important reminder to employers that a restrictive covenant must be reasonable and clearly drafted in order to be enforceable. It is recommended to limit restrictive covenants to be narrower in scope, in order to maintain the reasonableness of the covenant.

If you would like more information on restrictive covenants, please contact our team of HR advisors using the OnDemand ticketing system.

Source: Fasken


PEI's Domestic Violence Leave Effective November 1 October 23 2019

Effective November 1, 2019, employees in PEI will be able to take a job-protected leave should they be faced with the challenges of domestic violence, intimate partner violence or sexual violence.  The leave will provide employees with up to three (3) days with pay plus an additional seven (7) without pay.

In order to be eligible for the leave, employees must have been employed for at least three (3) continuous months.

For more information, please visit our Laws section to view PEI’s statement regarding the new leave.  Additionally, our Resource Centre will be updated to reflect the changes once they’ve come into effect.  Should you require further information, please feel free to contact any one of our HR Advisors by submitting a ticket through our OnDemand portal.


Upcoming Amendments to Ontario’s Occupational Health and Safety Act October 09 2019

Starting January 1st, 2020, amendments to Ontario’s Occupational Health and Safety Act will come in effect. These changes will affect workplaces where workers are exposed to biological and chemical agents (Ont. Reg. 882/90) and/or designated substances (Ont. Reg. 490/09).

The upcoming amendments are as follows:

  • replace the 9 separate Medical Surveillance Codes with one single consolidated and updated Medical Surveillance Code
  • replace the 16 separate Codes for Respiratory Equipment and Measuring Airborne Substances with new, updated, and consolidated respiratory protection and measuring provisions
  • permit businesses to use the “Quebec model” for calculating exposures to hazardous substances for irregular work shifts
  • add “substitution,” or substituting hazardous substances with those that are less hazardous, to the hierarchy of controls

To view occupational health and safety legislation in Ontario or in your jurisdiction, please refer to the Laws tab.

Source: Ontario’s Occupational Health and Safety Act


WSIB Rate Increases Freeze for Non-Profit Sector October 02 2019

The Ministry of Labour announced last week that workplace insurance rate increases will freeze for all non-profit organizations in Ontario. Without this freeze, approximately 2700 non-profits would have incurred increases in their workplace insurance premiums, including daycares, charities, churches, and women’s shelters. Their rates will froze for five year.

The freeze was announced on the same day that the Workplace Safety Insurance Board (WSIB) introduced its new premium rate-setting model which will come into effect on January 1, 2020. To view the new model, please refer to WSIB’s website, which can be found in our Laws tab.

Source: Government of Ontario

 

Augmentation des taux de la CSPAAT pour le secteur sans but lucratif

Le ministère du Travail a annoncé la semaine dernière que les augmentations des taux d'assurance en milieu de travail gèleront pour tous les organismes sans but lucratif de l'Ontario. Sans ce gel, environ 2 700 organismes sans but lucratif auraient subi des augmentations de leurs primes d'assurance en milieu de travail, y compris les garderies, les organismes de bienfaisance, les églises et les refuges pour femmes. Ce gel des taux sera maintenu pendant cinq ans.

Le gel a été annoncé le jour même où la Commission de la sécurité professionnelle et de l'assurance contre les accidents du travail (CSPAAT) a présenté son nouveau modèle d'établissement des taux de cotisation qui entrera en vigueur le 1er janvier 2020. Pour consulter le nouveau modèle, veuillez vous référer au site Web de la CSPAAT, disponible dans notre onglet Lois.

Source : Gouvernement de l’Ontario


Minimum Wage Increase for Saskatchewan September 19 2019

On Tuesday, October 1, 2019, Saskatchewan’s general minimum wage will increase by 26 cents. The wage increase means that employees earning minimum wage are now entitled to receive $11.32 an hour, up from the current $11.06 an hour rate.

This increase was calculated based on an indexation formula used by the province since 2011. The formula takes into account the Consumer Price Index and is updated annually. Any further changes to the minimum wage are to be announced by June 30, 2020, with changes coming into effect on October 1st of that year if applicable.

To view minimum wage legislation in Saskatchewan or in your jurisdiction, please refer to the Laws tab.

Source: Government of Saskatchewan


Changes to Alberta’s Holiday Pay and Banked Overtime Rules September 12 2019

A reminder that the amendments to Alberta’s general holiday pay and banked overtime provisions within the Employment Standards Code took effect on September 1, 2019. If you have not already done so, employers in Alberta should review their policies to ensure they are in compliance with the amendments. These changes include, but are not limited to, the following:

  1. Flexible Averaging Agreements (FAA) can no longer be entered into. If an employee has an existing FAA, the agreement would have expired on September 1, 2019.
  2. Employees can now enter into agreements to bank overtime hours worked at straight time, and use the banked hours to receive time off with pay at straight time.
  3. The holiday pay qualifying period has returned to 30 days of employment with the same employer in the 12 months prior to the holiday.
  4. Employees who work on a holiday that falls on a day that’s normally a workday are entitled to either (a) 1.5 times their regular wage for hours worked and average daily wage, or (b) regular wage rate for hours worked plus one day off of work.
  5. If a general holiday falls on an employee’s non-regular work day but they end up working on the holiday, they are entitled to be paid at 1.5 times their regular wages for hours worked.

To view all changes effective September 1, 2019 imposed by Bill 2: An Act to Make Alberta Open for Business, please visit our Laws tab.

 

Modifications aux règles albertaines relatives à la rémunération des congés fériés et des heures supplémentaires accumulées

Rappel : les modifications apportées aux dispositions relatives à la rémunération des congés fériés et des heures supplémentaires accumulées prévues dans le Code des normes d'emploi de l'Alberta sont entrées en vigueur le 1er septembre 2019. Si vous ne l'avez pas déjà fait, les employeurs de l'Alberta devraient revoir leurs politiques afin de s'assurer qu'ils se conforment aux amendements. Ces modifications incluent, sans toutefois s'y limiter, les suivantes :

  1. Il n'est plus possible de conclure des ententes de calcul de la moyenne flexibles. Si un employé avait une telle entente existante, elle aurait expiré le 1er septembre 2019.
  2. Les employés peuvent désormais conclure des ententes pour accumuler des heures supplémentaires au tarif normal et utiliser le nombre d'heures accumulées pour bénéficier d'un congé rémunéré au taux normal.
  3. La période de référence de la rémunération des congés fériés est revenue à 30 jours d’emploi auprès du même employeur dans les 12 mois précédant le jour férié.
  4. Les employés qui travaillent un jour férié qui tombe normalement un jour ouvrable ont droit à (a) 1,5 fois leur salaire normal pour les heures travaillées et leur salaire journalier moyen, ou (b) le taux de salaire normal pour les heures travaillées plus un jour de congé.
  5. Si un jour férié tombe un jour de travail non régulier mais que l’employé doit travailler ce jour-là, il a le droit d’être payé 1,5 fois son salaire normal pour les heures travaillées.

Pour consulter tous les changements imposés par le projet de loi 2: Loi rendant l'Alberta ouverte au commerce en vigueur depuis le 1er septembre 2019, rendez vous à l'onglet Lois.


Employee Wrongfully Terminated in Recent Federal Case September 05 2019

In the recent decision of Petrunik v Candu Energy Inc., 2019 a federal arbitrator ruled that terminating an employee due to their refusal to partake in training constitutes wrongful dismissal.

In this case, management at a nuclear power company spent several months attempting to convince an employee who was refusing to partake in a refresher training course on radiation safety to participate in the course. After months of communicating with the employee, the employer terminated his employment on the grounds of his refusal to participate. The employee then agreed to partake in the training course, but the employer continued with their decision to terminate.

The employee claimed wrongful dismissal and the arbitrator was in agreeance, and reinstated the employee. It was found that although the employee’s refusal to participate in the training was insubordination and worthy of discipline, immediate termination without progressive discipline was too harsh. The arbitrator alternatively appointed a penalty of a two month unpaid suspension.

If you would like more information on legislation regarding termination, progressive discipline, and/or wrongful dismissal, please contact our team of HR advisors using the OnDemand ticketing system.

Source: HRInsider


Bill C-63 and Bill C-86 Set to Shake Up the Canada Labour Code in September August 14 2019

Effective September 1, 2019, Bill C-63 and Bill C-86 will dramatically reshape the Canada Labour Code, with major changes to scheduling, new and existing leave of absences as well as changes to overtime and vacation entitlements. The following are a few key changes that federally regulated employers should be prepared for.

C-63 includes, but is not limited to, the following:

  • The right to request a Flexible Work Arrangement;
  • Minimum Notice of Shift Change;
  • Right to refuse OT due to family responsibilities;
  • New Leave for Victims of Family Violence;

C-86 includes, but is not limited to, the following:

  • 30 minute unpaid breaks for every 5 consecutive hours worked;
  • Rest Periods (8 hours between shifts);
  • Notice of Work Schedule (at least 96 hours’ notice before the start of their shift);
  • Increased vacation pay entitlements;

For more information on the upcoming changes, please look out for our August HR Minute or submit a ticket through our OnDemand portal.

Source: Hicks Morley


Workplace Posting Requirements August 01 2019

 

Every Canadian jurisdiction requires employers to post information in the workplace advising employees of their rights regarding safety, employment, and more. While posting requirements differ between jurisdictions, there are five sets of laws that require employers to post certain information and documents in the workplace:

  • Employment Standards
  • Labour Relations
  • Occupational Health and Safety
  • Worker’s Compensation
  • Pay Equity

It is important to note that the location of the postings also differs by jurisdiction. For example, Manitoba and Saskatchewan are the only provinces that require employers to post safety committee information on a bulletin board while other laws state that the information must be posted in a conspicuous location where employees are likely to see it. In order to ensure that your organization is compliant with your jurisdiction’s posting requirements, please navigate to our Laws tab.

Source: HR Insider


Ontario Court of Appeal Affirms Notice Cap of 24 Months July 24 2019

The Ontario Court of Appeal’s recent decision in the Dawe v. Equitable Life Insurance Company of Canada case affirms the termination notice “cap” of 24 months absent exceptional circumstances.

Dawe was employed as a Senior Vice President with the company and was terminated without cause after 37 years of employment. When terminated, Dawe was offered 24 months’ notice as well as other benefits if he agreed to sign a release. Dawe refused to sign the release, stating that 24 months was insufficient due to the fact that he had planned to work until he retired at age 65. This would have occurred 30 months after his termination. The motion judge agreed with Dawe, increasing his entitlement to 30 months, stating that while Dawe’s situation did not reflect “exception circumstances”, it was affected by society’s changing attitudes regarding retirement and the abolishment of mandatory retirement.

On June 19th, 2019, the Ontario Court of Appeals overturned the 30 month notice period awarded to Dawe, reducing the notice to 24 months, stating that the motion judge used irrelevant considerations that did not amount to exceptional circumstances. Further, the Court stated that Ontario employers do not guarantee employment to retirement, therefore eliminating Dawe’s original argument.

The decision in this case reaffirms that the length of service or senior position of an employee does not constitute exceptional circumstances, nor are employees owed work until their planned retirement.

Source: Lexology

 

La Cour d'appel de l'Ontario confirme que le préavis est limité à 24 mois

La récente décision de la Cour d'appel de l'Ontario dans l'affaire Dawe c. La compagnie d'assurances sur la vie du Canada confirme le « plafonnement » du préavis de licenciement de 24 mois en l'absence de circonstances exceptionnelles.

Michael Dawe était employé en tant que vice-président principal de la société et avait été licencié sans motif après 37 ans d’emploi. Lors du licenciement, la société avait offert à M. Dawe un péavis de 24 mois ainsi que d’autres avantages s’il acceptait de signer une quittance. M. Dawe a refusé de signer la quittance, déclarant que 24 mois étaient insuffisants, car il avait prévu travailler jusqu'à l’âge de sa retraite, soit 65 ans, et donc 30 mois après son licenciement. Le juge des motions a reconnu le droit à l’augmentation à 30 mois de M. Dawe, affirmant que si la situation de Michael Dawe ne reflétait pas de « circonstances exceptionnelles », elle était affectée par la modification des attitudes de la société à l’égard de la retraite et de l’abolition de la retraite obligatoire.

Le 19 juin 2019, la Cour d'appel de l'Ontario a annulé le délai de préavis de 30 mois accordé à M. Dawe, le réduisant à 24 mois, déclarant que le juge des motions avait utilisé des considérations non pertinentes qui ne constituaient pas des circonstances exceptionnelles. En outre, la Cour a déclaré que les employeurs ontariens ne garantissaient pas l’emploi jusqu’à la retraite, éliminant ainsi l’argument initial de Michael Dawe.

La décision dans cette affaire réaffirme que l'ancienneté ou la haute fonction d'un employé ne constitue pas une circonstance exceptionnelle, ni que son emploi soit garanti jusqu’à la date prévue de sa retraite.

Source : Lexology

 


Canada Labour Market’s Impact on Wages July 10 2019

According to recent Statistics Canada data, over the first half of 2019, the country added 248,000 new job positions, the majority of which were full-time. This is Canada’s strongest six months of job creation to start a year since 2002. The report also showed wages rose to their highest level in over a year, coming in at an average hourly wage growth for all employees at 3.8 per cent in June, the strongest month since May 2018 and second-best reading in ten years. Additional statistics showed that:

  • The economy added around 24,000 full-time jobs and lost around 26,000 part-time positions;
  • Paid employee positions rose by 39,200;
  • Employment is up by 421,000 compared to last year, or 2.3 per cent.

Source: Canadian HR Reporter

 

Impact du marché du travail canadien sur les salaires

Selon des données récentes de Statistique Canada, au cours du premier semestre de 2019, il s’est créé au pays 248 000 nouveaux emplois, dont la majorité à temps plein. Ce sont les six mois de création d’emplois en début d’année le plus important au Canada depuis 2002. Le rapport a également montré que les salaires avaient atteint leur plus haut niveau en plus d'un an, enregistrant une croissance salariale horaire moyenne de tous les employés de 3,8 % en juin, le mois le plus fort depuis mai 2018 et le deuxième en dix ans. Des statistiques supplémentaires ont montré que :

  • L'économie a ajouté environ 24 000 emplois à temps plein et perdu environ 26 000 postes à temps partiel;
  • Les postes d’employés rémunérés ont augmenté de 39 200;
  • L’emploi est en hausse de 421 000 par rapport à l’année dernière, soit de 2,3 %.

Source : Canadian HR Reporter


Bill C-81, the Accessible Canada Act, Has Passed July 03 2019

Bill C-81, the Accessible Canada Act, aims to ensure Canada is barrier free by 2040 and creates a framework to transform how federally regulated employers address barriers to accessibility. Federally regulated employers should be aware of their upcoming obligations under this legislation, such as creating accessibility plans, providing feedback tools, and providing progress reports. Although the Act applies to federally regulated employers only, all employers should aim to become as accessible as possible. Currently, Bill C-81 has passed and awaits royal assent. To view Bill C-81 or accessibility legislation applicable to your jurisdiction, please visit our Laws tab.

Source: Canadian HR Reporter

Le projet de loi C-81, la Loi canadienne sur l’accessibilité, a été adopté

Le projet de loi C-81, la Loi canadienne sur l’accessibilité, vise à garantir que le Canada soit sans obstacle d'ici 2040 et crée un cadre pour transformer la façon dont les employeurs sous réglementation fédérale éliminent les obstacles à l'accessibilité. Les employeurs sous réglementation fédérale devraient être informés de leurs futures obligations en vertu de cette législation, telles que la création de plans d'accessibilité, la fourniture d'outils de rétroaction et la production de rapports d'avancement. Bien que la loi ne s'applique qu'aux employeurs sous réglementation fédérale, tous les employeurs devraient avoir pour objectif de devenir aussi accessibles que possible. À l'heure actuelle, le projet de loi C-81 est adopté et attend la sanction royale. Pour consulter le projet de loi C-81 ou la législation sur l'accessibilité applicable à votre juridiction, veuillez consulter notre onglet Lois.

Source : Canadian HR Reporter


Is Your Company Transparent About Pay? June 21 2019

A recent survey conducted by human capital management company Ceridian shows that 80 per cent of employees are stressed about pay and money issues. The survey also found that not making a good salary is the top factor for females not satisfied with their employer, and that out of 1,891 North American workers, only 30 per cent are completely satisfied when it comes to transparency of information about their pay. 

Lisa Sterling, Chief People and Culture Officer at Ceridian noted that “it’s unacceptable that the gender-pay gap remains a persistent issue, with only 53 per cent of women believing they are paid equal to their male counterparts.” She also noted that solving this issue requires employers to prioritize pay transparency and embrace an equal value approach to pay. For more information about pay equity and how to increase pay transparency in your workplace, we encourage you to submit a ticket through the OnDemand tab.

Source: Canadian HR Reporter

Award Provides Guidance on Workplace Surveillance May 30 2019

The decision in Vernon Professional Firefighters’ Assn. v. Vernon (City) provides guidance to employers in all Canadian jurisdictions regarding video surveillance in the workplace. In this case, the employer installed a hidden surveillance camera in the Fire Chief’s office after a reported breach of confidentiality. Instead, the video captured two employees having a “deeply personal and compromising” interaction. The employer terminated both employees involved and grievances were filed on the basis of an “impermissible invasion of privacy.” The arbitrator rendered that the video evidence was admissible in this case, and when balancing the privacy rights of employees against the employer’s business interests, the arbitrator held that the employer had a legitimate interest in protecting its confidential information.

The main lesson to remember here is that while undisclosed surveillance is sometimes permissible, employers must meet a high threshold for justifying the use of this type of surveillance. In this case, the employer had justifiable reasons for the surveillance, the scope of the footage was limited, and notification of the video would have defeated the purpose for the surveillance. Employers are advised to carefully consider and review any collective agreement or legislative obligations they may have, as well as the facts of their particular circumstances, before implementing any surveillance measures in their workplace. 

Source: LexisNexis

 

La sentence fournit des conseils sur la surveillance du lieu de travail

La décision dans l’affaire Vernon Professional Firefighters ’Assn. c. Vernon (Ville) donne des directives aux employeurs de toutes les juridictions canadiennes en matière de surveillance vidéo sur le lieu de travail. Dans ce cas, l’employeur a installé une caméra de surveillance cachée dans le bureau du chef des pompiers à la suite d’une allégation de bris de confidentialité. Mais la vidéo à plutôt montré deux employés ayant des rapports « profondément personnels et compromettants ». L'employeur a licencié les deux employés impliqués et des griefs ont été déposés sur la base d'une « intrusion inacceptable dans la vie privée ». L'arbitre a statué que la preuve vidéo était recevable en l'espèce et, en comparant le droit des employés à la vie privée et les intérêts commerciaux de l'employeur, l’arbitre a conclu que l'employeur avait un intérêt légitime à protéger ses informations confidentielles.

La principale leçon à retenir ici est que, bien qu'une surveillance non divulguée soit parfois autorisée, les employeurs doivent respecter un seuil élevé pour justifier l'utilisation de ce type de surveillance. En l'espèce, l'employeur avait des motifs légitimes justifiant la surveillance, la portée de l'enregistrement était limitée et la notification de la vidéo aurait annulé l'objectif de la surveillance. Les employeurs sont invités à examiner attentivement toute convention collective ou obligation législative qu'ils pourraient avoir, ainsi que les faits de leur situation particulière, avant de mettre en œuvre toute mesure de surveillance sur leur lieu de travail.

Source : LexisNexis


Proposed New Canada Training Benefit May 15 2019

Canada’s 2019 budget proposed a new Canada Training Benefit. The goal of this benefit is to ensure that Canadian workers and students of all ages are able to increase their skills, strengthen job security, and create a better future for themselves and their families.

The proposed benefit includes:

  • A non-taxable training credit to assist Canadians with the costs associated with the training. Eligible workers would accumulate a credit of $250 per year, to a maximum of $5,000.
  • An Employment Insurance Training Support Benefit would provide income support to workers for a maximum of four weeks.
  • Legislated leaves that would allow for workers to have job security while pursuing training.

If you have any questions, please submit a ticket through our OnDemand portal. Our HR Advisors would be happy to help! 

Source: Government of Canada Budget 2019

 

Proposition d’une nouvelle allocation canadienne pour la formation

Le budget du Canada pour 2019 proposait une nouvelle allocation canadienne pour la formation. L'objectif de cette allocation est de faire en sorte que les travailleurs et les étudiants canadiens de tous les âges puissent accroître leurs compétences, renforcer la sécurité de l'emploi et créer un meilleur avenir pour eux-mêmes et leur famille.

L'allocation proposée comprend :

Un nouveau crédit canadien pour la formation non imposable visant à aider les Canadiens à payer les frais de formation. Les travailleurs admissibles accumuleraient un solde de crédit à un taux de 250 $ par année, jusqu’à un plafond total à vie de 5 000 $.

Une prestation de soutien à la formation d’assurance-emploi qui fournira aux travailleurs jusqu’à quatre semaines de soutien du revenu.

De nouvelles dispositions relatives aux congés dans le but de garantir la capacité des travailleurs de s’absenter du travail sans risque afin de suivre de la formation.

Si vous avez des questions, faites-nous parvenir un billet via notre portail SurDemande. Nos conseillers en Ressources humaines se feront un plaisir de vous aider !

Source : Gouvernement du Canada – Le budget de 2019