Mandatory Vaccination Policies: Where do we stand?
November 21, 2022
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News & Resources
Archive
As a leading employment and labour law firm, our lawyers frequently write for industry and professional publications on a wide range of topics related to our practice areas.
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What is the future of working from home in Canada?
November 11, 2022
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Michael Sherrard, managing partner of Sherrard Kuzz, on the growth of his labour & employment firm
October 18, 2022
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Is a discretionary bonus really discretionary? Ontario’s Court of Appeal weighs in
October 12, 2022
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Ontario’s electronic monitoring legislation must enhance privacy rights for employees, experts say
October 10, 2022
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The Future of Remote Work – Practical Considerations for Employers
October 3, 2022
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Work-related COVID-19 claim costs will now impact WSIB premiums of individual schedule 1 employers
September 26, 2022
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Work-related COVID-19 claim costs will impact WCB premiums in Ontario
September 23, 2022
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December 05, 2022
| Sherrard Kuzz LLP
On November 8, 2019, Ontario’s Bill 124 - the Protecting a Sustainable Public Sector for Future Generations Act, 2019 (“Bill 124”) – was proclaimed in force. The stated intent of Bill 124 was to ensure public sector compensation increases were consistent with the principles of responsible fiscal management and sustainability of the public service. Bill 124 placed a 1% cap on wage and other compensatory increases for impacted public and quasi-public sector employers for a three-year moderation period.
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November 29, 2022
| Sherrard Kuzz LLP
Effective December 1, 2022, employees in the federal sector will be entitled to 10 days of medical leave with pay each year. The “year” in which the 10 days are earned is the calendar year, or an alternate year period if the employer uses an alternate year for vacation entitlement purposes.
This briefing note outlines the key features of this new entitlement.
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September 23, 2022
| Daryl Seupersad
Ontario's Workplace Safety and Insurance Board (WSIB) recently announced a change to how it will cost COVID-19 related claims. Effective July 1, 2022, the cost of a COVID-19 related claim which arose on or after July 1, 2022 will be allocated to the individual Schedule 1 employer. Prior to this change, the WSIB did not allocate the costs of a COVID-19 claim to the individual employer, but instead distributed those costs across all employers in Schedule 1. In the past, many employers may not have challenged COVID-19 related claims because employers were not financially impacted on an individual level. This is no longer the case.
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July 22, 2022
| Sherrard Kuzz LLP
As discussed in our earlier briefing note, on April 29, 2021, the Government of Ontario amended the Employment Standards Act, 2000 ("ESA") to entitle an employee to up to three days of paid IDEL between April 19, 2021 and September 25, 2021. That latter date was initially extended to December 31, 2021, and then to July 31, 2022. It has now been extended to March 31, 2023. All other components of the paid IDEL program remain unchanged.
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July 15, 2022
| Sherrard Kuzz LLP
Effective October 11, 2022, many employers in Ontario are required to have a written policy on the electronic monitoring of employees. On July 13, 2022, the Ministry of Labour, Immigration, Training and Skills Development released its chapter material on this new requirement.
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May 16, 2022
| Sherrard Kuzz LLP
In the May of 2021 decision of Coutinho v. Ocular Health Centre, the Ontario Superior Court ruled a COVID-19-related temporary layoff deemed to be an Infectious Disease Emergency Leave (“IDEL”) under the province’s Employment Standards Act, 2000 (“ESA”) could constitute a constructive dismissal under the common law.
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May 4, 2022
| Sherrard Kuzz LLP
In a recent decision, the Court of Appeal for Ontario reminded employers that the days of locker-room banter in the workplace are over.
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March 18, 2022
| Sherrard Kuzz LLP
On March 1, 2022, all public health regions in Ontario moved to the Roadmap Exit Step under O. Reg 364/20 to the Reopening Ontario Act. Effective March 21, 2022 most of the remaining COVID-19 workplace requirements under this last step of the reopening plan are revoked.
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