We examines the intricate legal relationship between wrongful death, employment law, and disability accommodation. WSIB typically prevents families from suing an employer directly for a work-related death. A viable strategy, therefore, is to pursue a claim against a negligent third party while using the employer's failure to accommodate as a key element of the causal narrative. With proper legal guidance, families can find hope and justice, even in the most challenging circum

Off-duty behavior like stunt driving may seem like a personal mistake, but in certain employment settings, it can have professional consequences. The answer depends on several factors, including the nature of your role, the terms of your employment contract, and how your actions are perceived in relation to your employer’s reputation and workplace policies. This article explores the nuanced relationship between off-duty behavior and employment law consequences in Ontario.

In both Ontario and USA, the process of applying for disability benefits can be complex and time-consuming, and there may be delays in receiving benefits. It is important for injured workers to document their injuries and the circumstances surrounding the accident. This may include obtaining medical records, witness statements, and other evidence to support their claim. Read on to learn more about to Filing for Injury and Disability Benefits.

Federal law (banking, etc.) is treating harassment and violence as a single continuum with highly prescriptive employer duties. In contrast, Ontario's system is more reactive and fragmented, separating harassment from violence and giving employers more discretion in their response. The most significant difference is in remedies: Ontario's Human Rights Tribunal offers uncapped damages for pain and suffering, while the federal system's outdated $40,000 cap creates a profound in

AI screening tools in Ontario, while efficient, pose significant discrimination risks under the Human Rights Code. Biased algorithms and "proxy discrimination"—where neutral data like postal codes correlates with protected grounds—can lead to illegal outcomes for which employers are liable for discrimination and human rights violations. OHRC advises proactive measures like impact assessments, bias audits, and meaningful human oversight. Read On to Learn More.

Ontario and Alberta's employment laws are increasingly diverging. Ontario is adopting proactive, prescriptive regulations (e.g., pay transparency, electronic monitoring, gig worker rights), while Alberta maintains a more flexible, market-oriented framework. This creates complex compliance challenges for multi-jurisdictional employers, making a "one-size-fits-all" national employment policy unfeasible. Read on to learn more about the similarities and differences.

Ontario's gig economy offers perceived flexibility, yet masks profound legal precarity for disabled contractors. While stripped of ESA protections (minimum wage, WSIB, benefits), they are protected by the Human Rights Code, guaranteeing anti-discrimination and accommodation rights. Fluctuating gig income creates an "invisible disability tax" and a complex ODSP "benefits trap," eroding financial security. We discusses some of the pertinent issues revolving around these vulnera

Ontario's legal framework robustly prohibits workplace reprisal. Key statutes like the ESA, Human Rights Code, and OHSA protect employees asserting their rights. Where a prima facie case of retaliation is established, employer bears the burden to prove, on a balance of probabilities, legitimate, non-retaliatory grounds for their actions. This underscores importance of protecting workers and demands rigorous justification from employers, forming cornerstone of fair employment

For Ontario workers facing disability, understanding your rights under WSIB, the Human Rights Code, and long-term disability policies is paramount. Proactive documentation, timely legal advice, and tenacious advocacy are crucial in ensuring you secure full compensation and critical accommodations you're owed, especially when discrimination complicates your return to work or access to benefits. Safeguarding your long-term financial security and well-being demands a comprehensi