Canadian physicians are prescribing marijuana with increasing frequency for pain, disability and chronic illness. Accordingly, with easier access, could workplaces encounter more cases of marijuana intoxication? Under our current laws, your employer can fire you for being intoxicated on duty. But the matter is not clear cut with medical marijuana. In this case, your employer must treat it like any other prescription drug.
Canadians and Americans may be culturally similar on some levels. However, in the arena of employment law, we could not be further apart. This is a legal environment that would make the likes of Donald Trump contrite and speechless. U.S. style employment contracts generally will not pass the Canadian “smell test”.
Every year, thousands of Canadians commit crimes; their Criminal Records follow them around causing problems in everyday life, including at work. Can your employer discriminate against you for having a Criminal Record even after you have done your time and paid your dues?
Bonus pay usually operates as a win-win in employment relationships until business conditions become challenging. That’s when some employers start viewing it as low hanging fruit for cost savings.
A Coburg based Tim Horton’s franchise made the news yesterday. Following the increase in minimum wage mandated by Bill 148, the franchise owners informed their employees of changing employment terms. To compensate for the extra wage costs, employees would no longer receive paid breaks, benefits and other incentives. Can your employer do that?
Ontario’s economy is changing. Workplaces are less secure, with part-time and contract jobs on the rise. The government passed sweeping changes to our employment laws to address this trend and provide workers with more rights. Bill 148 legislation becomes effective on January 1, 2018. What changes for you as a worker in this new Ontario economy?
Most employees wear their attendance record like a badge of honour. It symbolizes their work ethic and loyalty to their employer. When ill, it is not uncommon to see many opt to come into the office. This, despite receiving government protected sick leave or employer sponsored disability benefits. While many employees do this out of dedication, some in this predicament fear penalties or losing their job. Nothing could be farther from the truth.
Everyone is imbued with the holiday spirit this time of year. Everyone it seems, except our large corporate employers. In our experience during the festive season, precisely 6 weeks before the end of the year, more pink slips are handed out than any other period in the calendar year. They fly out like confetti at a Santa Clause parade. So once again we note, t’is the season to be fired.
This article is for any Ontario employee who is a parent or contemplating parenthood. Pregnant women frequently grapple with the matter of job security. An expectant father considering time off for parental leave might wonder whether his job will still be there when he returns. And working parents may have questions about taking days off to manage the demands of a growing family.
“The Bell Effect” is how some healthcare workers have come to describe the symptoms of Bell Canada employees who have recently come out with allegations of a toxic workplace culture against their employer. What does a toxic workplace look like and what can one do about it? Find out.