Purolator’s Intrusive Vaccine Mandate: A Misguided Decision by Management?
Minken Employment Lawyers | Toronto Employment Blog
by MEL
2M ago
  In a controversial turn of events, an arbitrator recently criticized Purolator’s decision to extend its COVID-19 vaccine mandate beyond June 2022. This ruling stemmed from grievances filed by Teamsters Local Union No. 31 and raised significant questions about workplace safety measures, management decisions, and employee rights. Let’s delve into the details of this case and explore the implications of this decision. Purolator, a major Canadian courier company, implemented its Safer Workplaces Policy (SWP) on September 15, 2021. This policy required all employees to be vaccinated to acces ..read more
Visit website
Christmas Discriminatory? CHRC’s Controversial Stance Examined
Minken Employment Lawyers | Toronto Employment Blog
by MEL
2M ago
  Is Christmas a discriminatory holiday? This startling question is at the heart of a recent discussion paper released by the Canadian Human Rights Commission (CHRC). With a bold claim that casts Christmas celebrations in a dubious light, the CHRC has ignited a fiery debate. Critics are questioning the CHRC’s stance, labelling it as an overreach into the festivities that many Canadians hold dear. The CHRC’s Position: A Misstep? The CHRC’s paper puts forth a perspective that Christmas, as a traditional Christian holiday, could be seen as a vehicle for religious intolerance. At the same tim ..read more
Visit website
Holidays are Here – Legal Considerations to Avoid Liability!
Minken Employment Lawyers | Toronto Employment Blog
by MEL
3M ago
  As the holiday season approaches, many businesses are gearing up for festivities, celebrations, and expressions of gratitude. It’s a time when employers want to show their appreciation to employees for their hard work throughout the year. However, it’s crucial for employers to navigate the legal landscape carefully to ensure that these celebrations are not marred by unexpected legal issues. In this blog, we’ll explore some key legal considerations for Canadian employers to minimize the likelihood of legal liability. 1. Legal Considerations for Holiday Parties: Holiday parties can b ..read more
Visit website
The AI Hiring Conundrum: Ontario’s Stride Towards Transparency and Its Impact on the Executive Job Market
Minken Employment Lawyers | Toronto Employment Blog
by MEL
4M ago
  With the advent of Ontario’s Bill 149, the employment landscape confronts a new era of transparency, especially with the use of artificial intelligence (AI) in hiring practices. This legislative move, while seemingly a stride in the right direction, opens up a pandora’s box of accountability, efficacy, and ethical considerations, particularly in the realm of executive job searches and HR operations.  AI in Recruitment: A Double-Edged Sword AI has revolutionized recruitment, offering unparalleled efficiency in candidate screening and selection. Yet, its implications are far-reaching ..read more
Visit website
Embracing Change: Ontario’s Bill 149 Proposes Progressive Employment Reforms
Minken Employment Lawyers | Toronto Employment Blog
by MEL
4M ago
  The Ontario Government’s introduction of Bill 149, titled the Working for Workers Four Act, 2023, signals a forward-moving step in the province’s labour legislation. This proposed bill, which follows the succession of Working for Workers Acts from previous years, promises to usher in a new era of transparency and fairness in the workplace. Key Reforms on the Horizon Pay Transparency Bill 149 aims to demystify salary expectations by mandating employers to disclose compensation details in job advertisements. This approach to pay transparency is not just about clarity; it’s about equity, e ..read more
Visit website
Banning the Use of Replacement Workers During Strikes
Minken Employment Lawyers | Toronto Employment Blog
by MEL
5M ago
  In a significant development for labour rights in Canada, the City of Ottawa has taken a progressive step by banning the use of replacement workers during strikes. This decision represents a significant shift in labour law and has implications for both employers and employees. In this blog post, we will explore the details of this decision, its potential impact, and what it means for the future of labour relations in the country. The Ban on Replacement Workers Ottawa City Council recently passed a bylaw that prohibits the use of replacement workers, often referred to as “scabs,” during ..read more
Visit website
Naloxone in the Workplace: A Vital Tool for Employee Safety in Ontario
Minken Employment Lawyers | Toronto Employment Blog
by MEL
7M ago
In recent years, the opioid crisis has become a significant public health concern, affecting communities across Canada, including workplaces. As employers play a crucial role in safeguarding their employees’ health and safety, it is essential to address potential risks related to opioid overdoses in the workplace. To protect the well-being of employees, the Ontario government has taken proactive measures by implementing the Naloxone in the Workplace program. This blog will explore the significance of Naloxone in workplaces, the employer’s obligations, and the steps to ensure compliance. Unders ..read more
Visit website
Competition Act – Amendments to Non-Poaching and Wage-Fixing Agreements
Minken Employment Lawyers | Toronto Employment Blog
by MEL
9M ago
As of June 23, 2023, significant amendments have been made to the Competition Act of Canada, impacting employers across the country. The updated legislation now prohibits employers from entering into non-poaching agreements and wage-fixing agreements with their competitors. This blog post aims to provide employers with an overview of these changes, including the implications, exceptions, and alternative approaches to address workforce competition. Prohibition and Enforcement Under the amended Competition Act, it is now a criminal offence to engage in agreements with unaffiliated employers that ..read more
Visit website
Workplace Guide to Investigations of Sexual Harassment & Sexual Assault – Part II
Minken Employment Lawyers | Toronto Employment Blog
by MEL
9M ago
Part II – Sexual Harassment & Sexual Assault Investigations Employers in Ontario are required to maintain a safe workplace, free from harassment and violence. Workplace harassment and violence include workplace sexual harassment and workplace sexual assault. This duty includes an obligation to handle sexual harassment complaints seriously, promptly and sensitively. Failure to do so could expose the employer to liability. As an employer, what are your responsibilities for keeping your workplace safe? For more information: DOWNLOAD our Workplace Guide to Investigations of Sexual Harassm ..read more
Visit website
Workplace Guide to Sexual Harassment & Sexual Assault – Part I
Minken Employment Lawyers | Toronto Employment Blog
by MEL
9M ago
Part I – How is it Defined and What are the Duties? Employers in Ontario are required to maintain a safe workplace, free from harassment and violence. Workplace harassment and violence include workplace sexual harassment and workplace sexual assault. This duty requires employers to implement certain policies and program, such as a Workplace Violence & Harassment Policy, annually review these policies and programs, and conduct workplace investigations into complaints of harassment and violence in the workplace. As an employer, what are your responsibilities for keeping your workplace safe ..read more
Visit website

Follow Minken Employment Lawyers | Toronto Employment Blog on FeedSpot

Continue with Google
Continue with Apple
OR