Canada’s federal Minister of Innovation, Science and Industry has introduced Bill C-11, which seeks to reform federal private sector privacy legislation.
In Currie v. Nylene Canada Inc., 2021 ONSC 1922, Ontario’s Superior Court held that “exceptional circumstances” existed to justify making an award that exceeded the 24-month “high end” amount of reasonable notice for long-term employees.
A recent Human Rights Tribunal of Ontario decision provides a roadmap for how employers should determine whether they are required to accommodate employees and customers who seek exemptions from the City of Toronto’s mask-wearing requirement.
With COVID-19 cases and hospitalizations rising in Ontario at a concerning pace due to the rapid transmission of new variants, on April 1, 2021, the province filed Ontario Regulation 240/21, imposing an “emergency brake” across the province.
In Czerniawski v. Corma Inc., 2021 ONSC 1514, the Ontario Superior Court of Justice concluded that a long-term employee’s misconduct did not justify dismissal for cause without notice. The court awarded 19 months’ common law reasonable notice.
The Ontario Superior Court of Justice has held that when a claim for workplace sexual harassment and workplace sexual assault “arises under the collective agreement,” a labour arbitrator has exclusive jurisdiction to resolve it under s.48(1) of the OLRA.
In a News Release dated March 17, 2021, Ontario announced it was removing regulatory restrictions to make it easier for organizations to conduct on-site COVID-19 testing in the workplace.
In Nahum v. Honeycomb Hospitality Inc., 2021 ONSC 1455, the Ontario Superior Court determined that an employee’s pregnancy should impact the calculation of her reasonable notice period for dismissal.
Ontario Premier Doug Ford was recently asked if the Government of Ontario would consider passing legislation that would allow employees to take three hours’ paid time off to get the COVID-19 vaccine.
