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Workplace Resolutions For 2021 - Employment and HR

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Given the many challenges in 2020 of managing a workplace in
the context of the COVID-19 pandemic, employers may not have been
able to focus on non-pandemic priorities. However, it is not too
late to tackle key, non-COVID, action items with some pro-active
planning in early 2021. These key items are set out below.
Employment Agreements - Update Termination Provisions
As discussed in this blog (see here and here), the Ontario courts released a series of
decisions in 2020 relating to contractual termination provisions.
These decisions took particular aim at the termination for cause ....

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Deemed Infectious Disease Emergency Leave Protections Extended To July 3, 2021 - Employment and HR

Bottom Line
On December 17, 2020 the Ontario Government amended O. Reg. 228/20 by extending the
COVID-19 Period set out thereunder to
July 3,
2021. Prior to the issuance of this amendment, the
COVID-19 Period and the protections afforded by the deemed
Infectious Disease Emergency Leave (IDEL) were set to expire on
January 2, 2021.
Practical Implications for Employers
This development means that any non-unionized employee who
experiences a temporary reduction in hours or wages between March
1, 2020 and July 3, 2021 will be deemed to be on a job-protected
IDEL. During the newly extended COVID-19 Period, any such temporary
reductions in hours or wages will not constitute a lay-off or a ....

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