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?
Bram Lecker discussed the legal gap between part-time and full-time workers with Advocate Daily. “I think the aim of the legislation was to remedy some of the loopholes that employers have used to avoid recognizing the full rights of temporary workers.”
Employers who plan to use unpaid summer interns should tread carefully. Generally, anyone who is not self-employed and carries out work for another person, company or organization is considered an employee and entitled to the provisions of Ontario’s Employment Standards Act (ESA), such as the minimum wage and severance pay.
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?
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?
Vacation Benefits – Who doesn’t love a vacation? Time off from your job to spend at leisure with friends and family! As an Ontario worker, your vacation benefits are governed by the Employment Standards Act, 2000 (ESA). Collectively, these benefits include vacation time, vacation pay and statutory holiday pay.