Employment contracts are important documents that govern an employment relationship. Similarly, termination agreements set out your compensation terms when the relationship ends. Employers generally hold a lot of power when drafting them. However, employees can legally expect a duty of honesty and fair play when negotiating the terms.
Bill 148 requires employers to classify workers as employees, dependent contractors or independent contractors. Provincial laws protect dependent contractors just like employees. However, the Federal Income Tax Act does not yet recognize dependent contractor status. What should you do if the CRA wrongfully assesses you as an independent contractor when you are a dependent contractor?
Recognizing the Signs of an Unlawful Layoff | Layoffs must meet very specific conditions outlined in the Employment Standards Act. Some employers cycle their employees through random sham layoffs, making work schedules and income so unpredictable that employees end up quitting in frustration. This is a common cost saving tactic during economic downturns to avoid termination pay.
If you intend to continue working past age 65, until recently, your employer could legally cut off your disability and life insurance benefits. A recent Human Rights ruling has made the matter a bit more difficult them.
Nothing can be more distressing to a woman than getting fired while pregnant. Pregnancy and parenting affect the productivity of our fast-paced and competitive workplaces, leaving pregnant women particularly sensitized to the subject of job security. And this is specifically why our employment laws protect pregnant women more than any other employee.
Ontario’s employment laws have been updated to uphold the rights of a workforce increasingly employed in the “gig economy”, with contract, part-time and temporary work. Today, employers must be clear about the status of their temps. As Dependent Contractors, they are not inferior to employees. Misclassifying them as “independent contractors” is unlawful.