Electronic Monitoring Policies in Ontario: What are the requirements?
Ontario employers with 25 or more employees as of January 1, 2022 are required to put in place an electronic monitoring policy by October 11, 2022. Find out details in our latest blog post.
Wilful Misconduct: How to Draw the Line?
Ontario employers may be surprised to know that termination with just cause come with two standards – the common law standard and the statutory standard. We break down some of the factors in our latest blog post.
Drafting Non-Competes in Canada: Clarity is Key
The Ontario Court of Appeal recently provided helpful guidance on drafting employment non-competes. While non-competes are generally prohibited in Ontario, except in executive agreements, the reasoning described by the ONCA is a helpful guide throughout Canada. More inside.
Duty to Warn: Cause Termination Pitfalls and Risks
Cause terminations are risky endeavors and require solid evidence and preparation. Warning an employee that their behaviour could lead to a cause termination is crucial. We break down a very old and very new case on the subject.
Employee Fiduciary Duties and Obligations
Higher level employees may be considered fiduciaries of an organization. This means they have a greater level of responsibility and obligation regarding confidentiality, non-solicitation and non-competition among other obligations. We break down a recent case regarding those duties.
Upcoming Ontario Requirement: Policy on Electronic Monitoring of Employees
Upcoming amendments to the Employment Standards Act, 2000 will require employers to adopt a written policy on electronic monitoring. What does that entail?
Right to Disconnect Guidelines Clarified
Ontario government clarifies some requirements for new right to disconnect policies required by the ESA, including deadlines and suggestions for contents.
Right to Disconnect
As of June 2, 2022, employers in Ontario with 25 or more employees will be required to implement a written “Right to Disconnect” policy. This requirement was included in the recently passed Bill 27, a.k.a. Working for Workers Act.
Your Remote Employee Is Moving Out Of Province. What Does This Mean From A Legal Perspective?
As employees continue to work remotely some are choosing to relocate. If your business is in Ontario and your employee moves out of province or country, does that change the applicable legislation?
What You Should Know About The Working for Workers Act Changes
The Working for Workers Act, Bill 27, was amended to adjust some of the bill’s effects on non-compete agreements, protections for foreign nationals, and more.
