As of March 3, 2020, the Canadian government has confirmed 33 cases of the coronavirus (COVID-19) across the country: 20 cases in Ontario, 12 in British Columbia, and one in Quebec. The Public Health Agency of Canada (PHAC) continues to assess the public health risk as low. Nevertheless, Canadian employers may want to ensure that the risk of exposure in the workplace is minimized. Here are some key questions for employers to consider.
Several changes in labour and employment law have recently been implemented in several Canadian provinces.
The laws governing Ontario workplaces have been subject to seismic changes throughout the past year. First, Bill 148, passed by the then-Liberal government ahead of a provincial election, provided significant increases to the minimum wage, paid emergency leave, vacation, and equal pay protections based on employment status. In labour relations, Bill 148 provided for new card-based
Close on the heels of the sweeping changes brought about by Bill 148, the Ontario government has enacted another set of changes to Ontario’s employment laws. Bill 177, the Stronger, Fairer Ontario Act (Budget Measures), 2017, is omnibus legislation that affects a number of Ontario statutes, including the Occupational Health and Safety Act(OHSA), as well as transitional updates