Ontario has made significant and controversial changes to workplace legislation. The bulk of these alterations came into effect January 2018. Below is a summary of the changes to the Employment Standards Act as a consequence of the Fair Workplaces, Better Jobs Act,
Esther Brake may be the hardest working person in Ottawa. She was sixty-two years old and Managed a Kanata McDonald’s while simultaneously holding down a part-time position as cashier at Sobey’s. Ms. Brake was constructively dismissed when her Employer demanded she accept a demotion to First Assistant or leave. After refusing the demoted position because it would be embarrassing and humiliating her employment was terminated.
Job references – how do you find work without one? Employers know the best way to predict performance is past conduct. References are fundamental to the hiring process.
The letter of offer or employment contract must set out the purpose of a probationary period including how performance will be evaluated; what happens if the Employee is unsuccessful; and what will be paid on termination of employment?
Bad or poorly worded termination clauses will only be rectified under exceptional circumstances. Rectification is a discretionary remedy applied where there is clear and unambiguous evidence demonstrating the parties to an agreement made a mutual mistake when drafting the contract.
An employer cannot contract out of subsection 240(2) “the unjust dismissal” clause of the Canada Labour Code. On the contrary, the Canada Labour Code states that the legislation sets minimum requirements which cannot be diminished by custom, contract, or arrangement (see subsection 168(1) of the Canada Labour Code).
The obligation to accommodate an employees’ legitimate absence from work because of illness is legislated in the Ontario Human Rights Code. While Employer’s have an obligation to accommodate illness a worker has a similar obligation to participate in their return to work plan.