Labour & Employment

$100,000 DAMAGES FOR POSTING INTIMATE ONLINE PICS – THERE IS A CONSEQUENCE TO WHAT IS DONE ONLINE.

Publishing online very personal or intimate information or images of another may be a very costly mistake. The Ontario Court is increasingly awarding significant damages against those who do so. For example, in a case called Jane Doe 464533 (the Plaintiff’s name cannot be disclosed), the Court ordered damages and costs totaling $141,000, plus an order for […]

$100,000 DAMAGES FOR POSTING INTIMATE ONLINE PICS – THERE IS A CONSEQUENCE TO WHAT IS DONE ONLINE. Read More »

DOING BUSINESS IN THE CKL – TIMES HAVE CHANGED – YOU NEED PROTECTIVE, USEFUL WORKPLACE POLICIES – WE’VE GOT YOU COVERED – 25 POLICIES; FULL COMPLIANCE WITH THE LAW – A FIXED PRICE. LET’S GET STARTED.

The “new normal” in the CKL means transforming how we conduct business, both in our stores and online. Conducting business has changed….and will continue to change. It is vital for businesses and organizations to update their business practices, particularly in terms of human resource management. Employers must create and establish workplace policies in your workplace. Effective

DOING BUSINESS IN THE CKL – TIMES HAVE CHANGED – YOU NEED PROTECTIVE, USEFUL WORKPLACE POLICIES – WE’VE GOT YOU COVERED – 25 POLICIES; FULL COMPLIANCE WITH THE LAW – A FIXED PRICE. LET’S GET STARTED. Read More »

CKL BUSINESSES – FREE, COMPUTER MODULE TRAINING FOR YOUR EMPLOYEES TO TARGET SYSTEMIC DISCRIMINATION AND PROMOTE DIVERSITY IN YOUR WORKPLACE. FREE. EASY. CERTIFICATE REWARDED. CHECK IT OUT.

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

CKL BUSINESSES – FREE, COMPUTER MODULE TRAINING FOR YOUR EMPLOYEES TO TARGET SYSTEMIC DISCRIMINATION AND PROMOTE DIVERSITY IN YOUR WORKPLACE. FREE. EASY. CERTIFICATE REWARDED. CHECK IT OUT. Read More »

HOW TO PROMOTE AND ACHIEVE DIVERSITY AND INCLUSION IN YOUR WORKPLACE – EASY STEPS TO TACKLING SYSTEMIC DISCRIMINATION IN YOUR BUSINESS.

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

HOW TO PROMOTE AND ACHIEVE DIVERSITY AND INCLUSION IN YOUR WORKPLACE – EASY STEPS TO TACKLING SYSTEMIC DISCRIMINATION IN YOUR BUSINESS. Read More »

CKL BUSINESSES – NEED MORE ONLINE PRESENCE? E-PAY HELP? BROADER MARKETING? RECOVERY MEANS CHECKING OUT THE NEW FUNDING TO JOIN THE "DIGITAL MAIN STREET" – $5.7 MILLION AND MORE. WHAT YOU NEED TO KNOW.

The Ontario has announced a new $5.7-million in funding to help small businesses reach more customers, create and enhance their online presence, and generate jobs through an online platform called the “Digital Main Street”. It is intended to help up to 22,900 Ontario businesses create and enhance their online presence and generate jobs for more than

CKL BUSINESSES – NEED MORE ONLINE PRESENCE? E-PAY HELP? BROADER MARKETING? RECOVERY MEANS CHECKING OUT THE NEW FUNDING TO JOIN THE "DIGITAL MAIN STREET" – $5.7 MILLION AND MORE. WHAT YOU NEED TO KNOW. Read More »

LONG TERM CARE IN THE CKL – YOU HAVE A LEGAL DUTY TO REPORT SUSPECTED ABUSE, MISTREATMENT OR OTHER WRONGDOINGS. WHAT YOU NEED TO KNOW……

Care in long-term care facilities throughout Ontario remains a serious issue and concern. While the Ontario government is making announcements about inquiries, it is important to remember that Ontario law already has in place a duty for everyone to immediately report to the government any suspected abuse, mistreatment or other misconduct in any long-term care

LONG TERM CARE IN THE CKL – YOU HAVE A LEGAL DUTY TO REPORT SUSPECTED ABUSE, MISTREATMENT OR OTHER WRONGDOINGS. WHAT YOU NEED TO KNOW…… Read More »

REMOVING DISABILITY BARRIERS IN THE CKL – THE NEW, FEDERAL ENABLING ACCESSIBILITY FUND. WHAT YOU NEED TO KNOW……

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

REMOVING DISABILITY BARRIERS IN THE CKL – THE NEW, FEDERAL ENABLING ACCESSIBILITY FUND. WHAT YOU NEED TO KNOW…… Read More »

CKL BUSINESSES – AS YOU PIVOT AND DO MORE ONLINE , PROTECT YOURSELF FROM YOUR EMPLOYEES’ BREACHING PRIVACY OR DATA – WHAT YOU NEED TO DO

During the pandemic, businesses and organizations in the CKL are exploring new, online delivery and operations. With this new way to do so business, the risk of privacy and data breach increases. Every business should have a privacy breach protocol policy, for example, delineating the steps that will promptly be taken in the event of

CKL BUSINESSES – AS YOU PIVOT AND DO MORE ONLINE , PROTECT YOURSELF FROM YOUR EMPLOYEES’ BREACHING PRIVACY OR DATA – WHAT YOU NEED TO DO Read More »

EMPLOYERS HAVE A DUTY TO PROTECT WORKERS FROM HARM, NOT ONLY PHYSICAL

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,

EMPLOYERS HAVE A DUTY TO PROTECT WORKERS FROM HARM, NOT ONLY PHYSICAL Read More »

I SIGNED AWAY MY RIGHTS WHEN I TOOK THIS JOB – CAN I GET THEM BACK, PLEASE? MAYBE.

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,

I SIGNED AWAY MY RIGHTS WHEN I TOOK THIS JOB – CAN I GET THEM BACK, PLEASE? MAYBE. Read More »

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