The weather is getting colder, the holidays are approaching, and flu season is soon to be upon us. That means sick employees forced to miss work. Besides ensuring that productivity does not suffer, employers also need to be cognizant of their legal obligations toward their employees during flu season.
In a very important decision, the Ontario Superior Court of Justice in Rosen v. BMO Nesbitt Burns Inc. has certified a class action launched by investment advisors at BMO Nesbitt Burns for overtime pay. While this is not the first overtime class action to be certified in Ontario, it is noteworthy given that the issue involves the alleged misclassification of the IAs as managers or as otherwise exempt from overtime under the Employment Standards Act, 2000.
Although employment laws generally apply to all industries in much the same way, there are usually certain issues that some industries face more than others. This is true of many clients I assist in the retail industry. These are five common employment law/HR issues that I come across when advising retailers.
The Ontario government has introduced Bill 30, the Family Caregiver Leave Act (Employment Standards Amendment), 2011. If passed, the bill would amend the Employment Standards Act, 2000 (ESA) to permit employees to take an unpaid leave of absence of up to eight weeks in order to provide care or support to a sick family member.