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Littler Global Guide - Canada - Q4 2020 - Coronavirus (COVID-19)

Ontario: New Law Introduces COVID-19 Liability Protection with Exceptions New Legislation Enacted Authors: Rhonda B. Levy, Knowledge Management Counsel and Monty Verlint, Partner – Littler Canada Bill 218, Supporting Ontario s Recovery and Municipal Elections Act, 2020 was enacted on November 20, 2020. Bill 218 prevents legal action from being brought against companies that make an honest effort to act in accordance with applicable public health guidance and any federal, provincial or municipal laws relating to COVID-19. Supreme Court of Canada s Decision on Landmark Bonus Case Precedential Decision by Judiciary or Regulatory Agency Authors: Rhonda B. Levy, Knowledge Management Counsel and Monty Verlint, Partner – Littler Canada On October 9, 2020, the Supreme Court of Canada (SCC) issued a

Can employers make the COVID-19 vaccination mandatory for staff? - Employment and HR

Will The Right To Disconnect Become The New Reality? - Employment and HR

To print this article, all you need is to be registered or login on Mondaq.com. The right to disconnect refers to a worker s right to be able to disengage from work and refrain from participating in work-related communications, such as emails and WhatsApp messages, during non-working hours. The increasing prevalence of the importance of the right to disconnect has resulted from the increase in work-related communications which are being experienced by various workers across the board during the evening and on weekends. The daily use of smart phones, most of which are in fact given by the employer to

Ontario, Canada: Superior Court Considers Impact Of COVID-19 On Employee s Reasonable Notice Entitlement - Coronavirus (COVID-19)

Background In 2017, the parties entered into an employment agreement for the role of Business Development Manager.  Despite the employee s title, he did not manage subordinates.  In March 2020, the employee was dismissed without cause, one week after Ontario declared a state of emergency due to COVID-19.  At the time, the employee was 56 years old, and had been employed for 28 months with a base salary of $60,000, plus commission.  In 2019, his last full year of employment, the employee s total compensation was $145,186.  Upon his dismissal, the employee was paid four weeks base salary plus benefits.  Decision The primary issue before the court was the length of the common

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