Ontario’s Superior Court recently held that a termination provision in an employment contract that has even a remote possibility of violating the Employment Standards Act, 2000 (ESA) in the future is unenforceable.
On November 3, 2020, Ontario announced a new COVID-19 Response Framework, Keeping Ontario Safe and Open (New Framework) that will be approved by Cabinet on November 6, 2020. Public health units will be transitioned to the New Framework on November 7.
Ontario’s Superior Court recently confirmed that an employer may be liable for damages if it withdraws an accepted offer of employment or terminates employment without cause prior to the start date.
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.
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.
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.
The Supreme Court of Canada released a highly anticipated decision in an employee’s appeal of the Nova Scotia Court of Appeal’s decision setting aside the damages awarded under a long-term incentive plan following a constructive dismissal.
A new Regulation requires businesses or organizations that are open to require anyone in (a) the indoor area of their premises, or (b) in a vehicle operating as part of the business or organization, to wear a mask or face covering.
