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External short-term disability (“STD”) plans managed by an insurance provider can be a huge time saver for employers and their HR partners. The other advantages include: Maintaining confidentiality regarding employees’ personal health information; and Deflecting the responsibility for denying an STD claim. That said, the premiums and other financial costs associated with STD plans lead
In the modern business world, employers are required to stay current and adapt to ever-changing legal and economic demands. As part of the survival process, employers are often tasked with updating work-related documents. However, there are legal repercussions associated with unilateral amendments to pre-existing employment contracts and policies which employers must be cognizant of. The
Fixed-term contracts are those that anticipate and set out a certain length of employment. But what if the parties want to bring the relationship to an end within the fixed-term? Is the employer on the hook to pay for the remaining term? This was precisely the question before the Ontario Superior Court of Justice recently.
If, like me, you estimate that you’ve heard this holiday tune about a million times, then you have probably wondered on more than one occasion, what kind of gifts are these? A partridge? I don’t care that it comes with a pear tree. Hens? Geese? I mean, other than the five golden rings (to which
Before an employment relationship commences, perhaps the last thing that either workplace party wants to talk about is how it will end. That said, it is usually beneficial for employers to ensure that the offer letter (or employment contract) outlines all terms of employment, including the employee’s entitlements upon termination. There is employment standards legislation
Ok, not literally. But if you have kids who have gone to overnight camp, you know what I mean – it’s like being at adult camp. And this year, my kids decided that they wanted to go for the whole summer! When I share this with people and see the corresponding looks on their faces,
When terminating an employee without just cause, an employer is required to provide the employee with reasonable notice of the termination or reasonable payment in lieu of such notice at common law. The length of notice can be significantly less than the common law would require provided that the parties enter into an employment agreement
I was fascinated to read Leah Eichler’s article in the Globe and Mail this past weekend discussing the rise of a new breed of “accidental entrepreneurs”. Unlike traditional entrepreneurs, who are motivated by a passion to solve a problem or turn a hobby into a paying job, the “accidental entrepreneur” has been spawned by the
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