Ontario’s Bill 27, Working for Workers Act, 2021, which became law on December 2, 2021, amends the Employment Standards Act, 2000 to prohibit certain non-compete agreements.
With key public health indicators beginning to show signs of improvement and expected to continue, Ontario announced that commencing January 31, 2022, it would begin to take steps to cautiously and gradually ease public health measures.
The Firm’s International Practice Group has once again updated its COVID-19 Vaccination: A Littler Global Guide on Legal & Practical Implications in the Workplace.
In Canada Post Corporation and Canadian Union of Postal Workers (CUPW), the arbitrator denied CUPW’s cease and desist application filed under the collective agreement, which arose when the employer imposed a mandatory vaccination policy.
In Teamster’s Local Union 847 v. Maple Leaf Sports and Entertainment, the arbitrtor denied a union’s grievance over an employer’s policy that required its employees to be fully vaccinated against COVID-19 and to disclose their vaccine status.
Ontario announced that commencing January 31, 2022, in the absence of concerning trends, it would begin to take steps to cautiously and gradually ease public health measures in phases with 21 days between each step.
In Bunge Hamilton Canada, Hamilton, Ontario v. United Food and Commercial Workers Canada, Local 175 (Bunge), Arbitrator Robert J. Herman dismissed a union grievance challenging the employer’s mandatory COVID-19 vaccination policy.
Due to high infection rates from the Omicron variant and an increase in hospitalizations, on January 7, 2022, British Columbia’s Provincial Health Officer announced an order requiring employers to re-activate their COVID-19 Safety Plans.
