Labour & Employment

CKL businesses and organizations – discrimination and diversity in your workplaces is paramount.  To promote inclusiveness and target systemic discrimination, did you know that you can arrange for all of your employees, including management, to complete training to promote understanding and compliance with the (Ontario) Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c 11

Workplaces in the CKL must promote and achieve diversity, equity and inclusion. This change must be initiated from the top down. Measurable objectives must be set. Education and training in the workplace about bias and inequity is critical.  Accountability to achieve those objectives is paramount.  Mere denunciation of racism is woefully insufficient; rather, a workplace

The federal government has now announced a call for proposals under the Enabling Accessibility Fund (“EAF”) – small projects component. The EAF provides funding for projects that make Canadian communities and workplaces more accessible for persons with disabilities. The application process has been streamlined, and flat rates have been introduced to reduce the burden on applicants

The Occupational Health and Safety Act of Ontario statutorily mandates that Ontario employers must take every precaution, reasonable in the circumstances, for the protection of any worker. This is often referred to, legally, as every employer’s “general duty” in the workplace. So, what does that mean? In Ontario, what is required is interpretative, ultimately; namely,

Commonly employers use contracts to try to limit an employee’s entitlements upon termination (for any reason) to only those statutory minimums mandated by Ontario’s Employment Standards Act, 2000, rather than the so-called one-month-notice-per-year-of-service rule of thumb often adopted by lawyers and the Court. Judges tend to scrutinize these efforts fairly closely. Over the past year,

There have been important developments recently regarding claims arising from alleged workplace harassment, bullying and toxic work environment, as prohibited by Ontario’s Human Rights Code and the law generally.   In a recent decision by Ontario’s Workplace Safety and Insurance Appeals Tribunal (the “Tribunal”), the employee commenced a lawsuit against her former employer and claimed