As workplaces reopen after COVID-19, many employers in the United Kingdom are considering whether to implement policies requiring employees to be fully vaccinated before returning to the workplace.
In a recent decision, an Ontario court stated that an employee’s efforts to mitigate his losses arising from the alleged constructive dismissal did not toll the limitation period and were irrelevant to when the limitation period began to run.
Ontario announced that effective September 25, 2021, capacity limits at certain venues where proof of vaccination is required would be “cautiously” increased.
Employers that want to rely on the app would do well to draw up a policy covering the measures for providing a safe workplace. If it is necessary to know who has been vaccinated, tested and/or who has recovered, the use of the app likely is justifiable.
The Ontario Divisional Court recently reconsidered a decision that held the right to bring a civil action in constructive dismissal against an employer for the same conduct asserted in a workers’ compensation claim is barred by statute.
On September 14, 2021, Ontario released Regulation 645/21 and a guidance document, which provide support to businesses and organizations in the implementation of their vaccination requirements, which will commence on September 22, 2021.
The Hague Court of Appeal recently held that an employer could recover a leased company car from a sick employee without being obliged to reimburse the loss arising from the private use of the car.
Starting September 22, 2021, people in Ontario will be required to be fully vaccinated and provide proof of their vaccination status and photo ID to access various businesses and settings.
