Insights and updates on human resources, employment law, payroll, internal controls and compliance strategies.
Should internal audit departments audit governance processes? Can they effectively assess board operations? Isn’t that the responsibility of the board itself, generally through a governance committee? Are we sufficiently independent, because we report to the audit committee of the board, and do we have the necessary skills?
Norman D. Marks, CPA, CRMA
In their Notice of Appeal, the Township asked the Ontario Court of Appeal to convene a panel of five judges because they wanted to overturn the seminal Ontario Court of Appeal case of Waksdale v. Swegon North America Inc., 2020 ONCA 391.
Barry B. Fisher LL.B.
In recent years, there has been a notable rise in allegations of constructive dismissal within the employment sphere. Despite this trend, the surge in claims doesn’t necessarily correlate with an increase in valid cases.
SpringLaw
If Bill 190, the Working for Workers Five Act, 2024, passes the third reading, the Employment Standards Act, 2000 will be amended to prohibit employers from requiring an employee to obtain a medical certificate (i.e., a sick note) from a qualified healthcare practitioner in order to qualify for statutory sick leave.
Simes Law
What happens when an employer wants a current employee to sign a new employment agreement? The employer must give the employee something in exchange for their signature to make the agreement binding, but how much is enough?
Rudner Law, Employment / HR Law & Mediation
In this article, we highlight a few of the major changes announced in the Working for Workers Five Act, 2024 and the 2024 Federal Budget and summarize how these may impact your organization.
Vey Willetts LLP
On March 21, 2024, Ontario’s Bill 149, Working for Workers Four Act, 2024 received royal assent. Though it is considered law, it is important to note that provisions within the bill will come into force on various dates.
Christina Catenacci, BA, LLB, LLM, PhD
In Kozar v The Canadian National Railway Company (2024 MBKB), Justice Rempel heard a summary judgement motion regarding a 61 year old Senior Material Supervisor with 34 years service who was terminated for sexual harassment.
Barry B. Fisher LL.B.