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Working from home, telecommuting and video conferencing may have
been the key take outs from 2020, but this year it seems that
decentralisation and living local are to be the hallmarks of 2021
– and I put it down to karma.
Covid has taught us much more than the importance of washing
your hands incessantly and sneezing into your armpit rather than
your palm. Covid has instilled in us a sense of responsibility
around our family, our neighbours, our colleagues and our
community; a fundamental shift back to care and consideration,
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
Employers subject to provincial legislation (
i.e., not
federal employers) that have employees in Ontario often ask about
legislative requirements under various employment statutes,
including mandatory policies, training and postings under the
Employment Standards Act, 2000, the
Workplace Safety
and Insurance Act, 1997, the
Occupational Health and
Safety Act, the
Accessibility for Ontarians with
Disabilities Act, 2005, the
Pay Equity Act, and the
Smoke-Free Ontario Act, 2017. To make this information
conveniently available, the Littler Toronto office assembled these
requirements in a single publication. This year, the publication
also includes links to Ontario government requirements
(
e.g., mandatory safety plan requirement for certain
businesses, and health screening requirement for workers upon entry
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The Australian government recently began the nationwide rollout
of the COVID-19 vaccination. Participation has been the topic of
considerable discussion, with some industries and workplaces in
strong support of the scheme.
Employers are now grappling with the question of whether or not
they can implement mandatory vaccination policies in the workplace.
We consider some of the issues sparked by the debate.
Lawful and reasonable direction
Under the common law, an employer can issue a lawful and
reasonable direction to an employee. If this occurs the employee
leading supervisory convergence
towards a high-quality prudential supervision throughout the
EU
strengthening the financial stability
of the insurance and occupational pensions sectors
delivering EIOPA s mandate
effectively and efficiently
Sustainability
Many of the key areas of focus incorporate sustainable finance
objectives. EIOPA aims to foster supervisory convergence across the
EU in the assessment of environmental, social and governance
(
ESG) risks, and promote standardised information
to identify sustainable investments and ESG risks.
Digitalisation
Digitalisation has accelerated dramatically due to COVID-19.
EIOPA acknowledges that it must strike a balance between
establishing a convergent and sound supervisory approach to
digitalisation and enhancing financial innovation as well as