Employment Lawyers Toronto | MacLeod Law Firm

Justice for Unionized Employees

MacLeod Law Firm — Mon, 14 Nov 2022 14:46:31 +0000

Unionized employees often seek our advice regarding human rights issues in their workplace. Sometimes this is because human rights violations have occurred and the union is not assisting them. Other times, the union itself may be part of the problem. The rights of unionized employees are different from those of non-unionized employees. Generally, employees in a union are not able to sue their…

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Employment Law Update: Electronic Monitoring Policy

MacLeod Law Firm — Tue, 27 Sep 2022 14:00:31 +0000

A new amendment to the Employment Standards Act requires employers with 25 or more employees on January 1st of a given year to put in place a written policy regarding any electronic monitoring processes they use to monitor employees. The deadline for 2022 is October 11, 2022. As electronic monitoring practices vary widely between businesses and different industries, the specific practices of…

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Termination Pay for Short Service Employees

MacLeod Law Firm — Tue, 15 Feb 2022 15:00:15 +0000

When considering a job offer you need to carefully consider the terms of the termination clause that is included in the written job offer you receive. Employer Friendly Termination Clause in Job Offer When interviewing for a job the employer rarely raises your rights on termination. Instead, the employer usually includes a termination clause in your written job offer. It is not uncommon for…

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Employer Update: Recent Changes to Ontario’s Employment Standards Act

Doug MacLeod — Tue, 15 Feb 2022 07:30:51 +0000

In December 2021, the Doug Ford government amended Ontario’s Employment Standards Act. This blog discusses two of these changes. 1. Prohibition against Non-Compete Agreements As of October 25, 2021, employers are prohibited from entering into employment contracts or other agreements with an employee that are, or that include, a “non-compete agreement,“ which is defined as an agreement…

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Restaurant Owner Ordered to Pay over $ 40 000 for Refusing to Refer to an Employee as They/Them

Doug MacLeod — Tue, 14 Dec 2021 15:00:07 +0000

An employer cannot discriminate on the basis of gender identity. An employer is required to refer to an employee using the pronoun of the employee’s choice. Refusal to do so is a violation of the Ontario Human Rights Code (the “Code”). An employee can file a no cost, online complaint against the employer under the Code, and seek damages against the employer and the person who refuses to use the…

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Working for Workers Act, 2021: New Obligations Imposed on Employers

Doug MacLeod — Fri, 03 Dec 2021 15:02:09 +0000

New obligations are being imposed on employers as a result of the Bill 27, or the Working for Workers Act, 2021. Three new obligations that will be imposed on employers: 1. Employers who employ 25 or more employees will be required to have a written policy with respect to disconnecting from work. The term “disconnecting from work” is defined to mean not engaging in work-related…

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Have reasonable notice periods increased during the COVID pandemic?

Doug MacLeod — Tue, 16 Nov 2021 15:40:30 +0000

I will tell anyone who asks – and many people who don’t ask – that every employer should require every employee to sign an employment contract with an enforceable termination clause. More and more employers are doing so, however there are still many employees who have not signed an employment contract with an enforceable termination clause. Particularly because of the Ontario Court of Appeal’s…

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Non-Compliance with Mandatory COVID Vaccine Policies

Doug MacLeod — Tue, 19 Oct 2021 14:07:52 +0000

In the last month or two many (if not most) organizations have introduced a mandatory COVID vaccination or/or a COVID negative policy. A mandatory vaccination policy requires an employee to get double vaccinated, whereas a COVID negative policy requires an employee to regularly test negative for COVID. A mandatory COVID vaccine policy must exempt those who qualify for an exemption for medical…

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Is Refusing a COVID Vaccine Just Cause for Termination?

MacLeod Law Firm — Thu, 02 Sep 2021 05:00:03 +0000

Your employer has implemented a mandatory COVID vaccine policy. You do not want to get vaccinated. Your employer has told you you will be terminated for just cause if you don’t get vaccinated. This blog discusses your legal rights and obligations. You are required to work in compliance with the Occupational Health & Safety Act (“OHSA”) which, among other things, promotes the prevention of…

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Employment Lawyers Toronto | MacLeod Law Firm

Justice for Unionized Employees

Employment Law Update: Electronic Monitoring Policy

Termination Pay for Short Service Employees

Employer Update: Recent Changes to Ontario’s Employment Standards Act

Top 5 Employment Law Stories of 2021

Restaurant Owner Ordered to Pay over $ 40 000 for Refusing to Refer to an Employee as They/Them

Working for Workers Act, 2021: New Obligations Imposed on Employers

Have reasonable notice periods increased during the COVID pandemic?

Non-Compliance with Mandatory COVID Vaccine Policies

Is Refusing a COVID Vaccine Just Cause for Termination?