In response to the COVID-19 pandemic, the Government of Ontario announced a province-wide shutdown to commence on Saturday, December 26 at 12:01 a.m.; to last 14 days for Northern Ontario and 28 days for Southern Ontario.
On December 17, 2020, the Government of Ontario issued a news release (found here) in which it
made two announcements, each of which may significantly impact employers in the province.
The Government of Ontario has announced the City of Toronto and Region of Peel will move to the “Lockdown/Grey” stage of the COVID-19 Response Framework effective Monday, November 23, 2020 at 12:01 a.m. for a minimum of 28 days.
The Lockdown includes general restrictions, the requirement that every business have a Safety Plan, and business specific restrictions.
The Government of Ontario has commenced a workplace education and enforcement campaign across the province to ensure businesses takes precautions necessary to prevent the spread of COVID-19.
On November 7, 2020, the Government of Ontario implemented a new COVID-19 Response Framework (“Framework”) that imposes differing public health and workplace safety measures on each region in the Province based on the risk category into which the region falls.
Effective October 10, 2020 at 12:01 a.m., and for at least 28 days, the Ontario Government has enacted the following restrictions in Peel, Ottawa and Toronto to curb the spread of COVID-19.
On October 2, 2020, the Government of Ontario amended O. Reg 364/20 to require the wearing of masks and face coverings in many Ontario workplaces, with certain, specified exemptions.
Effective September 26, 2020, each Ontario workplace is required to pro-actively screen every worker (including an employee, volunteer, contractor and temporary agency worker) and essential visitor for COVID-19-related symptoms and risk factors prior to entry into the work environment, each day the worker or essential visitor attends at the work environment.
On September 3, 2020, the Ontario Government issued a news release in which it made two announcements, each of which has a significant impact for employers in the province.
Temporary Layoff Exemption Extended to January 2, 2021
Leave for Parents Who Remain at Home to Provide Childcare
On July 24, 2020, the Reopening Ontario (A Flexible Response to COVID-19) Act, 2020 (“Bill 195”) came into force and Ontario’s declared emergency came to an end.
In a decision released last week, the Court of Appeal for Ontario held an employer could not rely on a valid and enforceable “without cause” provision in an employment agreement where the agreement included a “for-cause” provision that violated Ontario’s Employment Standards Act, 2000 (“ESA”).
On May 29, 2020, the Government of Ontario introduced a regulation under the Employment Standards Act, 2000 (“ESA”) that provides welcome relief to any employer that temporarily laid off a non-union employee or reduced non-union employee wages and/or hours due to COVID-19.
As government orders are lifted, employers will enter uncharted waters. Sherrard Kuzz LLP has a deep understanding of the pandemic’s impact on businesses and industries, and how to work through the related workplace issues.
On May 6, 2020, the Ontario government announced the emergency orders made under the Emergency Management and Civil Protection Act, including the closure of non-essential workplaces, have been extended to May 19, 2020.
As the 2019 novel coronavirus (COVID-19) continues to spread around the globe, employers need to know their legal rights and obligations as it relates to unionized construction businesses in Ontario.
On March 12 and 16, 2020, we provided answers to Frequently Asked Questions for Employers regarding COVID-19. Much has changed since March 16, so we have updated and expanded those FAQs to March 26, 2020.
To further contain the spread of COVID-19, yesterday afternoon the Ontario Government announced it will order the mandatory closure of all non-essential workplaces effective as of Tuesday, March 24th at 11:59 p.m. This closure will be in effect for 14 days with the possibility of extending the order as the situation evolves.
To further contain the spread of COVID-19, the Ontario Government announced this afternoon, it will order the mandatory closure of all non-essential workplaces effective as of Tuesday, March 24th at 11:59 p.m. This closure will be in effect for 14 days with the possibility of extending the order as the situation evolves.
On March 12, 2020, we provided answers to Frequently Asked Questions for Employers re COVID-19. Much has changed since March 12, so we have updated those FAQs to March 18, 2020.
As the 2019 novel coronavirus (COVID-19) continues to spread around the globe, employers need to know their legal rights and obligations as it relates to the Canadian workplace.
With news of the Wuhan Novel Coronavirus making headlines internationally and two positive cases now in Toronto (one confirmed and one presumptive), risk of potential exposure may cause concern for employees and employers. In this environment of heightened awareness, an employer must balance its legal obligation to take every reasonable precaution to protect the health and safety of employees against its obligation to provide a workplace free of harassment and discrimination.
