By December 31, 2014, private sector organizations are required to file certain reports confirming compliance with the Accessibility for Ontarians with Disabilities Act
“Ebola Virus Disease” The words strike fear in the hearts of employees and employers alike. Particularly in Canada’s multicultural society, where international travel is prevalent, concerns over employee exposure increase with each reported Ebola case.
A recent Ontario class action against the Peterborough Regional Health Centre (“PRHC”), for misuse of patient information has called into question whether a proceeding under the Personal Health Information Protection Act, 2004 (“PHIPA”) is the only recourse available for a breach of privacy in the health sector.
On July 29, 2014 the General Counsel of the National Labour Relations Board ruled that McDonald’s USA, LLC (“McDonald’s ”) could be held liable as a joint employer in 43 wage and labour complaints related to the operations of independent franchises. This procedural ruling has the potential to radically undermine the employment-related advantages of franchising arrangements in the United States.
Canada’s Supreme Court has ruled that Wal-Mart Canada Corp. violated Quebec’s labour laws when it closed a store in Jonquière almost a decade ago, eight months after its employees voted in favour of unionization with the United Food and Commercial Workers Union and following months of unsuccessful negotiation with the union.
Family status has become a hot topic in workplace human rights. The issue is made more interesting given decision-makers across the country have come to different conclusions on the scope and content of family status accommodation, leading to significant uncertainty.
Between May and August 2014, the Ontario Ministry of Labour (“MOL”) will perform a province wide summer safety “blitz” of workplaces with young workers (aged 14 to 24) and/or new workers who have been in a job for less than six months.
In November 2013, Ontario Regulation 297/13 (the "Regulation") became part of Ontario's health and safety laws under the Occupational Health and Safety Act (the "Act"). The Regulation requires all Ontario employers to ensure workers and supervisors complete a basic occupational health and safety awareness training program by July.
In June 2005, the Ontario Government passed the Accessibility for Ontarians with Disabilities Act (“AODA”). The goal of the AODA is to make Ontario accessible to persons with disabilities by the year 2025.” targeted at areas of daily living. The two Accessibility Standards passed thus far are: the Accessibility Standards for Customer Service (the Customer Service Standard) and the Integrated Accessibility Standards.
Under the AODA’s Integrated Accessibility Standards, organizations with 50 or more employees in Ontario ("Large Organizations") are required to comply with a number of new accessibility requirements by January 1, 2014.
