I had the opportunity to participate recently in a discussion on managerial action/inaction in relation to harassment complaints. One of the participants commented that it was hard to believe, but true, that there were still managers in her workplace who did not take action of any sort after an employee had reported concerns of harassment
Second installment. You’ve decided that you do not have cause to terminate so you will be proceeding on a without cause basis. The next question becomes “What are the employee’s entitlements on termination?”. Well, there are really only two possible options, which I’ve attempted to represent pictorially (clearly, I missed my calling as a graphic
There are a lot of overlaid concepts under this rubric so the first thing I’ll do is break those down into their components. Given the number of components in this topic, my response to this first “issue” will be posted over several days, so keep on coming back for updates! Termination with or without cause
The Human Resources Professionals Association (HRPA) recently conducted a survey of lawyers specializing in employment law. The results of the survey flag the legal issues HR professionals most frequently grapple with in the workplace, particularly those issues where they were most likely to “get it wrong”. The amount of feedback received exceeded the HRPA’s expectations
Recently, the Ontario Human Rights Commission released its Policy on preventing discrimination based on creed, updating their previous creed-related policy from 1996. Like other recent Commission policies on topics such as gender identity/expression and family status, the Policy provides clarity on the definition of the ground, while also providing guidance for employers on specific situations
“Work is one of the most fundamental aspects in a person’s life, providing the individual with a means of financial support and, as importantly, a contributory role in society. A person’s employment is an essential component of his or her sense of identity, self worth and emotional well being.” These words were penned nearly 30
The Public Sector and MPP Accountability and Transparency Act, 2014 (the “Act”) received Royal Assent on December 11, 2014. The intention of the Act is to strengthen government accountability in a number of areas by amending 16 pieces of legislation in Ontario. On September 1, 2015, the Act expanded the scope of the powers/authority of
A terminated employee’s primary interest is usually the bottom line figure when negotiating a severance package. With this goal in mind, the termination notice period is often viewed as the driving factor for how much compensation will be received (i.e. more months = bigger package). However, this viewpoint may be overly simplistic as other factors
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