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In celebration of our twentieth anniversary, we have created the Rubin Thomlinson LLP Workplace Human Rights Award, in partnership with Toronto Metropolitan University’s Lincoln Alexander School of Law. Learn More
In this blog, I highlight some practical applications of workplace assessments in the context of recently enacted “right-to-disconnect” legislation in Ontario and the issue of overwork more generally.
We can all agree that 2020 was a year for the history books. So much happened that, at the beginning of the year, no one could have predicted or imagined. In fact, had someone made a movie about the events of 2020 before they happened, it might have been raved as a critically acclaimed fictional horror and the author praised for their “other worldly” imagination. That might be a bit of an overstatement, but I think it captures the general feeling.
In Ontario, where I work, we have just entered stage 2 of re-opening the economy, which includes allowing people to return to workplaces that have thus far been closed. Even if a business was deemed essential, and employees continued to work remotely, now that things are “thawing” we anticipate that more employees will return to the physical workplace.
Racism is on the rise as a result of the global pandemic. Concerns about its prevalence prompted Marie-Claude Landry, Chief Commissioner for the Canadian Human Rights Commission (CHRC), to issue a statement earlier this month condemning the practice. Landry noted that minority groups, and in particular people of Asian origin, have been the victims of taunts, threats and intimidation in public and online. She went on to make clear that no one should feel threatened or unwelcome because of the colour of their skin or where they some from.
Here is the fourth and final installment of our chain blog, where our colleagues have discussed their experiences with working at home during the COVID-19 pandemic.
This post outlines some of the silver linings that we’ve discovered, both personally and professionally, as we collectively try to find our new normal during this pandemic.
Here is the third installment of the chain blog that our colleagues started, sharing their experiences working at home during the COVID-19 crisis. This blog focuses on what we’ve learned while trying to take care of ourselves in the midst of the coronavirus chaos.
On Monday, several of my RT colleagues shared a “chain blog” about some of the humbling lessons that they learned from various mishaps occurring during their first week working remotely. In response, a few other colleagues and I would like to share some of our successes – things that have gone well or solutions that we have implemented to potential issues.
Last week, our colleague Dana Campbell wrote a terrific blog entitled “Four Tips for Conducting Workplace Investigations Amidst the COVID-19 Crisis.” It contained some excellent advice including the use of technology to replace face-to-face interviews that are part of our investigation process.
We have all had a chance to put Dana’s advice into use this week as we are all investigating and working remotely. For the most part, this way of working has been successful. However, we have had some unanticipated mishaps, which we share with you below. And, in the spirit of working in new ways, this is the first RT blog written collaboratively, so you will hear the voices of different members of our team.
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