Welcome to our Halloween edition of Republic of Labour Law, a spooky newsletter in which we distil the most frightening Irish legal and HR updates from the last month in 500 words or less.
Due to the increase of COVID-19 cases and related deaths in Michigan over the last four weeks, the Michigan Department of Health and Human Services issued an Oct. 29, 2020 Epidemic Order extending and revising its previous order issued on Oct. 9, 2020.
On October 20, 2020, Ontario introduced Bill 218, Supporting Ontario’s Recovery and Municipal Elections Act, 2020, which would provide employers with a degree of liability protection from COVID-related claims.
Although some courts have upheld an employer’s right to require an employee to notify multiple parties about FMLA leave, others have limited employer options.
A discussion of President Trump’s Executive Order, “Combating Race and Sex Stereotyping,” which curbs the discussion of certain topics from diversity and inclusion training provided by federal contractors and grantees.
The Human Rights Tribunal of Ontario made a $170,000 damage award to a vulnerable employee who, after being sexually harassed by her direct supervisor, engaged in unwelcome sexual activity, fearing that if she refused she would lose her job.
The Central Netherlands District Court recently held that failure to turn up at work and to contact an employer about the absence justifies summary dismissal.
Governor Whitmer signed multiple bills that protect Michigan employers that are in compliance with COVID-19-related laws, and protect workers who do not report to work because they were exposed to, display symptoms of, or tested positive for COVID-19.
In a recent decision, the Ontario Superior Court focused on an employee’s responsibilities rather than his title alone in characterizing his position for purposes of assessing the common law reasonable notice to which he was entitled.
