When does tough management become unlawful harassment in Ontario? The OHSA protects "reasonable management," but "bad faith" or "vexatious" conduct creates serious liability. Our new article analyzes the case law that defines this critical line, covering everything from "bad faith" PIPs to virtual harassment.

Effective workplace harassment prevention exceeds mere compliance. It demands proactive leadership and ongoing diligence. Robust policies, regular training, and strict adherence to evolving legal standards are essential to mitigate liability and ensure a respectful, productive, and compliant workplace. Prioritizing prevention is not just a best practice; it is a legal imperative fundamental to sound corporate governance and risk management.

Employee use of supplements like Turkesterone creates complex legal duties. Your obligations are governed by 3 key areas: Human Rights Codes, requiring you to accommodate potential disabilities (including dependence) to the point of undue hardship; Occupational Health & Safety acts, mandating a safe, impairment-free workplace; and Employment Standards, governing fair discipline. Focus not on the substance, but on objective job performance and safety. Follow the accommodation

Workplace disputes, from wrongful termination to harassment and wage issues, can turn a job into a legal battle. Employment law sets standards to protect employees and define employer obligations. When physical or psychological harm occurs, the line between a workplace injury (covered by WSIB) and a personal injury can be blurry. Understanding the intersection of employment law, employee rights, personal injury claims is vital. We further explores how to determine if an injur

We will compare Toronto and Houston anti-harassment laws. Toronto, under OHSA, broadly defines harassment, including bullying, offering flexible recourse (human rights claims, constructive dismissal). Houston's Title VII is stricter: harassment must be "severe or pervasive" and tied to protected characteristics, with a firm 180-day EEOC filing deadline. The guide emphasizes that diligent documentation is crucial for employees, while proactive policy enforcement is the best de

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

US employers, heed Ontario's progressive framework: prioritizing equal pay, diligent pregnancy/parental leave management, robust harassment prevention, and dismantling systemic barriers are paramount. While US federal and state laws vary, these core principles are universally essential. Embracing them ensures compliance, fosters genuinely equitable workplaces, and crucially, drives sustainable business success. A proactive, principles-based approach is always your best defens

In both Australia and Canada, a dual system of employment law prevails. While most workers fall under provincial/state jurisdiction, federally regulated employees are governed by distinct national frameworks, such as Australia's Fair Work Act 2009 and Canada's Canada Labour Code and Canadian Human Rights Act. These federal regimes present unique complexities, often including compressed timelines for claims, demanding specialized legal expertise for effective advocacy. Read On

This article examines the emerging legal landscape surrounding employer obligations to employees who commute by bicycle, drawing upon relevant legislation and evolving best practices, and explores the potential legal risks employers face by failing to address the needs of cyclists, considering potential claims related to discrimination, occupational health and safety, and negligence. This article also examines strategies for employees to advocate for fair treatment and reason

The year 2025 promises to be a watershed moment in Canadian employment law. Employers, legal practitioners, and employees alike must prepare for significant developments impacting everything from hiring practices to workplace well-being. This article, viewed through the lens of Canadian jurisprudence, highlights key trends, emphasizes the importance of proactive legal strategies, and underscores the necessity for all stakeholders to adapt to this evolving landscape.

Employee relocation triggers tricky legal terrain. Contracts matter, but implied terms (availability) & accommodation duties are key. Unreasonable residency demands risk constructive dismissal. Termination for cause solely for relocation is unlikely, but communication is paramount. The prudent course of action lies in proactive communication and a nuanced understanding of one's legal entitlements. Read On to Learn More.

Finance professionals need a firm grasp of employment law, Contract basics, anti-discrimination, whistleblowing protections, and termination