Long COVID is the term used for individuals that are experiencing lasting effects from COVID-19. It includes a range of new or ongoing symptoms and effects that can last for a long period following the initial infection. Individuals who experience this may be considered to have a disability.
There has been a shortage of Canadian workers that has only been exasperated by COVID-19. With borders starting to reopen, here are five points to keep in mind when planning to hire outside of Canada.
As organizations begin to plan for employees returning to the office, they should look at their employee location strategy and consider implementing hybrid workplaces. 94 percent of 800 employers surveyed by Mercer (an HR and workplace benefits consulting firm) said that productivity was the same as or higher than it was before the pandemic, even with employees working remotely. Creating a hybrid workforce enables a flexible workforce which increases engagement may be an attractive recruitment marketing tool.
Employees laid off during the COVID-19 period are deemed to be on infectious disease emergency leave and are not actually laid off – or so says an Ontario regulation. However, the Ontario Superior Court has come up both heads and tails on the issue. Hansard records indicate that MPPs believe the regulation is stymying terminations and keeping businesses afloat. Who’s right? It may be too soon to tell.
Employers spend a vast amount of time ensuring all items are in place on their COVID-19 checklist. COVID-19 has also been a tremendous adjustment for employees that are working from home and for employers needing to implement a work from home policy while balancing skepticism about whether productivity is sufficient. Take some time to make your employees feel appreciated, it will go a long way to help build a harmonious workplace and reduce mental stress.
This pandemic will eventually come to an end. The post-COVID workplace should be a safer, healthier place for workers, which means much more than simply installing hand sanitizer stations and sneeze guards. Employers should also plan to inoculate the workplace against harassment and discrimination. We can help.
On January 12, 2021 Ontario declared a second provincial emergency to address rising numbers of COVID-19 cases in Ontario. This declaration was accompanied by a “Stay-at-Home Order” and a recommendation that business allow employees to work from home where such an arrangement is possible. While restrictions were placed on “non-essential” businesses even prior to the […]
On April 30, 2020 the Government of Ontario announced new guidelines to provide processes for safe business resumptions for agriculture, manufacturing, foodstuffs, restaurant and food services businesses. These guidelines build on measures already set out by the Ontario Government in respect of retail, health care, constructions, and transit services, among others. Although the Government is […]
Employers across Canada are having to cope with one of the greatest, and most uncertain, crises of our time. The COVID-19 pandemic has required businesses to rapidly adapt to new challenges that were unthinkable even a few short weeks ago. What can businesses experiencing work shortages do to ensure they maintain their workforce and come […]
Polling by Abacus Data on March 25, 2020 found that 75% of Canadian are following news of the COVID-19 outbreak closely and 69% of Canadians are worried. Employers and employees have also entered an uncertain place, worries about business continuity, worries about making ends meet, concern about the stability of employment and whether there will […]