The fact that women are still paid, very often, less money for the same or similar work as their male counterparts, is, unfortunately, not news. The provincial government has introduced legislation to attempt to combat this malingering sore.
Many employers suffer from a misapprehension about significantly changing terms of employment. They think that if the change is a direct result of business-related reorganization and not personal in any way that the employee cannot take the position they have been constructively dismissed…terminated.
Part of my job is to inform people about employment law and how it works. Some of my time is spent dispelling myths about employment law. I call them donut shop law as that is mostly where these myths circulate.
It has recently been reported that a senior official of one of the political parties resigned amidst allegations that some years ago when he was a Member of Parliament he engaged in inappropriate sexual misconduct with a staff member.
Diligent employers who create and circulate “policies and guidelines” for employees are to be applauded for good human resources management but cautioned about what they include in those policies.
Danny worked for 19 years in the sanitation department of a large Canadian city. One year he had perfect attendance and as a result received an award.
The Ontario provincial government is bestowing a belated Christmas gift as of January 1, 2018 which includes some significant changes to the Employment Standards Act.
Whether it is a splendid gift or a lump of coal may depend on your perspective.
QUESTION: I have an employee that has been off ill for over 3.5 years. Unfortunately, there appears to be no prospect of him returning to work in the foreseeable future. Do I have to keep holding his position open for him? If I terminate the relationship do I owe him anything?