Articles

The Stronger Workplaces for a Stronger Economy Act, 2013 (Bill 146) was introduced in Parliament on December 4, 2013. If enacted, Bill 146 will have significant implications for Ontario employers as a direct result of amendments that it will make to Ontario employment legislation.

On November 11, 2013, SOGIC hosted its Fall program event, “Gender Identity and Gender Expression in the Workplace”. The purpose was to raise awareness about what is now required of employers under the Human Rights Code’s new prohibited grounds of “gender identity” and “gender expression”.

Contained in nearly every settlement agreement between employers and employees is a confidentiality provision. These obligations should be understood and taken seriously, as there is a recent trend of cases in Ontario which have imposed serious consequences for those in breach of such provisions.

The relationship between disability claims and employment terminations is a complex and often challenging one to navigate. Determining eligibility for a disability claim for a terminated employee involves an analysis of many different factors.

If a manager repeatedly performs non-managerial tasks, does it destroy the essential character of his managerial position so as to entitle him to overtime pay?

On April 2, 2013, Justice Perell of the Superior Court of Justice approved a $7.1 million settlement of a class action commenced by employees of eHealth Ontario in Perrenoud v. eHealth Ontario.

Recent decisions by the Human Rights Tribunal of Ontario in Taylor-Baptiste and OPSEU involve the Tribunal grappling with a conflict between Human Rights Code workplace protections and the Charter freedoms of expression and association.