Are you over 18 and want to see adult content?
More Annotations
![A complete backup of nativenewsonline.net](https://www.archivebay.com/archive2/b61fa5e7-f961-4eef-bd2f-974463829086.png)
A complete backup of nativenewsonline.net
Are you over 18 and want to see adult content?
![A complete backup of citibikemiami.com](https://www.archivebay.com/archive2/305eee75-e95b-44a6-8901-26212bfbb6a6.png)
A complete backup of citibikemiami.com
Are you over 18 and want to see adult content?
![A complete backup of beetechsolution.vn](https://www.archivebay.com/archive2/68efa051-6b2e-4f12-9e93-13c2b6a28c25.png)
A complete backup of beetechsolution.vn
Are you over 18 and want to see adult content?
![A complete backup of thedairysite.com](https://www.archivebay.com/archive2/e52f99e9-571d-457c-a522-f74c7fce9676.png)
A complete backup of thedairysite.com
Are you over 18 and want to see adult content?
Favourite Annotations
![A complete backup of us.as.com/us/2020/02/15/futbol/1581789607_904536.html](https://www.archivebay.com/archive2/99fa7e56-088a-4d92-b73e-a4d885392b9d.png)
A complete backup of us.as.com/us/2020/02/15/futbol/1581789607_904536.html
Are you over 18 and want to see adult content?
![A complete backup of cartilagefreecaptain.sbnation.com/2020/2/16/21138063/tottenham-hotspur-aston-villa-premier-league-game-time](https://www.archivebay.com/archive2/f7b7c3e1-cb79-437c-8df4-ce5db3e6409e.png)
A complete backup of cartilagefreecaptain.sbnation.com/2020/2/16/21138063/tottenham-hotspur-aston-villa-premier-league-game-time
Are you over 18 and want to see adult content?
![A complete backup of www.wa.de/sport/fussball/werder-bremen-rb-leipzig-live-ticker-tore-news-startelf-live-bundesliga-florian-ko](https://www.archivebay.com/archive2/52480f01-189a-4fd4-a92b-a925e8996b03.png)
A complete backup of www.wa.de/sport/fussball/werder-bremen-rb-leipzig-live-ticker-tore-news-startelf-live-bundesliga-florian-ko
Are you over 18 and want to see adult content?
Text
FIRST REFERENCE
First Reference. The complete online policy management service based on Canada’s best source for current model policies, procedures and forms. The legally reviewed A–Z resource offers clear, current and comprehensive HR and payroll compliance and best practice. CANADIAN COMPLIANCE FREE RESOURCES TO DOWNLOAD AODA Compliance in 2020 and Beyond. By January 1, 2021, companies, non-profits and designated public service organizations with 50+ employees must meet the WCAG 2.0 Level AA guidelines for your Internet and web content. By June 30, 2021, all organizations in Ontario must file accessibility compliance reports.POLICYPRO®
PolicyPro® is the complete online policy management service based on Canada’s best source for current model policies, procedures and forms. PolicyPro® gives you the tools you need to create and update policies and includes a system for distributing policies to staff and tracking that they have read and understood them.LOG IN
First Reference Inc. 152-8171 Yonge Street Thornhill Ontario Canada L3T 2C6 Tel.: 800-750-8175 Fax: 905-761-7306 Email Customer Service: info@firstreference.com DO I HAVE TO PAY OUT ACCRUED VACATION PAY AT THE START OF No. During a period of temporary layoff, the employment relationship continues, and employers are not required to pay out accrued vacation time. Employers have the ability to refuse vacation requests. If the employer is not able to pay the vacation pay during the period of temporary layoff, then the request could be refused. CONSTRUCTIVE DISMISSAL IN THE TIME OF COVID-19 As of March 19, 2020, there were 736 cases identified in Canada. There is a mortality rate of approximately 0.8% – 4.2% although this appears to vary by country and by demographics. In an effort to reduce the spread of COVID-19 the public sector in Canada has begun shutting down programs including libraries, daycare, schools, and similar REVENUE CYCLE RISKS AND CONTROLS: 60 ESSENTIAL QUESTIONS Revenue cycle risks and controls: Essential questions you should ask about your company’s sales and receivables. The importance of finance and accounting controls goes far beyond complying with legal requirements. In fact, revenue cycle controls are perhaps the most important component of an organization’s overall internal controlframework
DOES AN EMPLOYEE HAVE THE COMMON LAW RIGHT TO PROCEDURAL It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the “AGE IS AN IMPEDIMENT”: FAIR SEVERANCE FOR OLDER EMPLOYEES Age is an impediment to re–employment. The Motion Judge found that “the plaintiff is at a competitive disadvantage given her age in the broader job market, having virtually no work experience outside that of the defendant, a not for profit organization.” (paragraph 18) The Motion judge further referred to earlier decisions, including ARBITRATOR UPHOLDS TERMINATION FOR EXCESSIVE ABSENTEEISM A recent arbitration decision upheld the termination of an employee for excessive but innocent absenteeism. In Sault Area Hospital and Ontario Nurses’ Association (April, 2014), the nurse suffered from various gastrointestinal and respiratory illnesses which seemed to reoccur every few months causing her to miss work. The Hospital repeatedly offered to consider accommodation, butFIRST REFERENCE
First Reference. The complete online policy management service based on Canada’s best source for current model policies, procedures and forms. The legally reviewed A–Z resource offers clear, current and comprehensive HR and payroll compliance and best practice. CANADIAN COMPLIANCE FREE RESOURCES TO DOWNLOAD AODA Compliance in 2020 and Beyond. By January 1, 2021, companies, non-profits and designated public service organizations with 50+ employees must meet the WCAG 2.0 Level AA guidelines for your Internet and web content. By June 30, 2021, all organizations in Ontario must file accessibility compliance reports.POLICYPRO®
PolicyPro® is the complete online policy management service based on Canada’s best source for current model policies, procedures and forms. PolicyPro® gives you the tools you need to create and update policies and includes a system for distributing policies to staff and tracking that they have read and understood them.LOG IN
First Reference Inc. 152-8171 Yonge Street Thornhill Ontario Canada L3T 2C6 Tel.: 800-750-8175 Fax: 905-761-7306 Email Customer Service: info@firstreference.com DO I HAVE TO PAY OUT ACCRUED VACATION PAY AT THE START OF No. During a period of temporary layoff, the employment relationship continues, and employers are not required to pay out accrued vacation time. Employers have the ability to refuse vacation requests. If the employer is not able to pay the vacation pay during the period of temporary layoff, then the request could be refused. CONSTRUCTIVE DISMISSAL IN THE TIME OF COVID-19 As of March 19, 2020, there were 736 cases identified in Canada. There is a mortality rate of approximately 0.8% – 4.2% although this appears to vary by country and by demographics. In an effort to reduce the spread of COVID-19 the public sector in Canada has begun shutting down programs including libraries, daycare, schools, and similar REVENUE CYCLE RISKS AND CONTROLS: 60 ESSENTIAL QUESTIONS Revenue cycle risks and controls: Essential questions you should ask about your company’s sales and receivables. The importance of finance and accounting controls goes far beyond complying with legal requirements. In fact, revenue cycle controls are perhaps the most important component of an organization’s overall internal controlframework
DOES AN EMPLOYEE HAVE THE COMMON LAW RIGHT TO PROCEDURAL It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the “AGE IS AN IMPEDIMENT”: FAIR SEVERANCE FOR OLDER EMPLOYEES Age is an impediment to re–employment. The Motion Judge found that “the plaintiff is at a competitive disadvantage given her age in the broader job market, having virtually no work experience outside that of the defendant, a not for profit organization.” (paragraph 18) The Motion judge further referred to earlier decisions, including ARBITRATOR UPHOLDS TERMINATION FOR EXCESSIVE ABSENTEEISM A recent arbitration decision upheld the termination of an employee for excessive but innocent absenteeism. In Sault Area Hospital and Ontario Nurses’ Association (April, 2014), the nurse suffered from various gastrointestinal and respiratory illnesses which seemed to reoccur every few months causing her to miss work. The Hospital repeatedly offered to consider accommodation, but CANADIAN COMPLIANCE FREE RESOURCES TO DOWNLOAD AODA Compliance in 2020 and Beyond. By January 1, 2021, companies, non-profits and designated public service organizations with 50+ employees must meet the WCAG 2.0 Level AA guidelines for your Internet and web content. By June 30, 2021, all organizations in Ontario must file accessibility compliance reports. POST-PANDEMIC ARCHIVES The experiences offered by the pandemic have led many to shifts in mindset or priorities. Maybe that commute really does seem too long now or maybe the time really is right to start that novel! MONITORING CONTROLS: THE TOP TEN TAX CONTROLS A TPIR is an important part of the strong internal controls for any entity; we can assist you in the following ways. Complete the TPIR. Gather adequate documentation on the tax plan. Research of tax law for impact of any changes on the plan and quantify where possible. Assess success of tax plan based on predetermined parameters. VACCINATION POLICY ARCHIVES Established in 1995, First Reference Inc. (known as La Référence in Quebec) provides Canadian organizations of any size with practical and authoritative resources to help ensure compliance. IT’S ALMOST YEAR END; AVOID CUT-OFF ERRORS It’s almost year end; avoid cut-off errors. As we approach the end of the calendar year, which for many is the end of the fiscal year, it becomes more critical to avoid cut-off errors which may have been tolerated earlier in the year. The year end closing process is the final opportunity to ensure that financial statements for the fiscalyear
HUMAN FACTORS INFLUENCING SAFETY IN THE WORKPLACE Safety is expensive, but an accident is even more costly. All organizations, all business owners, all managers, supervisors and workers in all workplaces need to understand the effect of work performed on the human body and how we influence the demands of the work we do through human interaction. Both of these things relate to the correlation between the worker and the demands of the EMPLOYEE ENTITLED TO VACATION PAY ON "DISCRETIONARY" BONUS Decision of the Court of Appeal. In upholding Justice Wilson’s decision, the Court of Appeal wrote the following: An employee’s entitlement to vacation pay under the Employment Standards Act, 2000, S.O. 2000, c. 41, is determined as a percentage of the employee’s wages. “Wages” is defined as “monetary remuneration payable by an WHAT DO EMPLOYERS DO WHEN EMPLOYEES PROVIDE TOO MUCH An oft-overlooked issue is the amount of notice that employees must give their employer when they leave. According to Sure-Grip Fasteners Ltd. v. Allgrade Bolt & Chain Inc. (1993), 45 C.C.E.L. 276 (Ontario General Division), “an employee is obligated by law to give reasonable notice of termination to his or her employer. The main purpose of the notice of resignation is to allow the employer EMPLOYERS DISCUSSING EMPLOYEE MEDICAL CONDITION WITH OTHER In general, an employer, manager, supervisor or HR professional discussing an employee’s medical condition with other employees is just plain inappropriate. Employees who have disclosed their medical information with the goal of being accommodated or to access disability benefits have the right to confidentiality—any medicalinformation
CAN AN EMPLOYEE REQUEST ACCESS TO THEIR PERSONNEL AND Can an employee request access to their personnel and payroll files? The short answer is yes. In Canada, employees have the right to access information in their personnel and payroll files, provided that it does not interfere with another employee’s privacy rights.FIRST REFERENCE
First Reference. The complete online policy management service based on Canada’s best source for current model policies, procedures and forms. The legally reviewed A–Z resource offers clear, current and comprehensive HR and payroll compliance and best practice. CANADIAN COMPLIANCE FREE RESOURCES TO DOWNLOAD AODA Compliance in 2020 and Beyond. By January 1, 2021, companies, non-profits and designated public service organizations with 50+ employees must meet the WCAG 2.0 Level AA guidelines for your Internet and web content. By June 30, 2021, all organizations in Ontario must file accessibility compliance reports.POLICYPRO®
PolicyPro® is the complete online policy management service based on Canada’s best source for current model policies, procedures and forms. PolicyPro® gives you the tools you need to create and update policies and includes a system for distributing policies to staff and tracking that they have read and understood them.LOG IN
First Reference Inc. 152-8171 Yonge Street Thornhill Ontario Canada L3T 2C6 Tel.: 800-750-8175 Fax: 905-761-7306 Email Customer Service: info@firstreference.com DO I HAVE TO PAY OUT ACCRUED VACATION PAY AT THE START OF No. During a period of temporary layoff, the employment relationship continues, and employers are not required to pay out accrued vacation time. Employers have the ability to refuse vacation requests. If the employer is not able to pay the vacation pay during the period of temporary layoff, then the request could be refused. REVENUE CYCLE RISKS AND CONTROLS: 60 ESSENTIAL QUESTIONS Revenue cycle risks and controls: Essential questions you should ask about your company’s sales and receivables. The importance of finance and accounting controls goes far beyond complying with legal requirements. In fact, revenue cycle controls are perhaps the most important component of an organization’s overall internal controlframework
AMBERBER V. IBM CANADA LIMITED: TERMINATION CLAUSE FAILS A recent summary judgment motion before the Ontario Superior Court of Justice, Amberber v. IBM Canada Limited, serves as an important reminder to employers of the need to draft contractual termination clauses with a high degree of clarity, or risk unanticipated liability in the event of a without cause dismissal.. The facts. The Plaintiff in this case, Noah Amberber (“Amberber”), began DOES AN EMPLOYEE HAVE THE COMMON LAW RIGHT TO PROCEDURAL It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the WHAT DO EMPLOYERS DO WHEN EMPLOYEES PROVIDE TOO MUCH An oft-overlooked issue is the amount of notice that employees must give their employer when they leave. According to Sure-Grip Fasteners Ltd. v. Allgrade Bolt & Chain Inc. (1993), 45 C.C.E.L. 276 (Ontario General Division), “an employee is obligated by law to give reasonable notice of termination to his or her employer. The main purpose of the notice of resignation is to allow the employer ARBITRATOR UPHOLDS TERMINATION FOR EXCESSIVE ABSENTEEISM A recent arbitration decision upheld the termination of an employee for excessive but innocent absenteeism. In Sault Area Hospital and Ontario Nurses’ Association (April, 2014), the nurse suffered from various gastrointestinal and respiratory illnesses which seemed to reoccur every few months causing her to miss work. The Hospital repeatedly offered to consider accommodation, butFIRST REFERENCE
First Reference. The complete online policy management service based on Canada’s best source for current model policies, procedures and forms. The legally reviewed A–Z resource offers clear, current and comprehensive HR and payroll compliance and best practice. CANADIAN COMPLIANCE FREE RESOURCES TO DOWNLOAD AODA Compliance in 2020 and Beyond. By January 1, 2021, companies, non-profits and designated public service organizations with 50+ employees must meet the WCAG 2.0 Level AA guidelines for your Internet and web content. By June 30, 2021, all organizations in Ontario must file accessibility compliance reports.POLICYPRO®
PolicyPro® is the complete online policy management service based on Canada’s best source for current model policies, procedures and forms. PolicyPro® gives you the tools you need to create and update policies and includes a system for distributing policies to staff and tracking that they have read and understood them.LOG IN
First Reference Inc. 152-8171 Yonge Street Thornhill Ontario Canada L3T 2C6 Tel.: 800-750-8175 Fax: 905-761-7306 Email Customer Service: info@firstreference.com DO I HAVE TO PAY OUT ACCRUED VACATION PAY AT THE START OF No. During a period of temporary layoff, the employment relationship continues, and employers are not required to pay out accrued vacation time. Employers have the ability to refuse vacation requests. If the employer is not able to pay the vacation pay during the period of temporary layoff, then the request could be refused. REVENUE CYCLE RISKS AND CONTROLS: 60 ESSENTIAL QUESTIONS Revenue cycle risks and controls: Essential questions you should ask about your company’s sales and receivables. The importance of finance and accounting controls goes far beyond complying with legal requirements. In fact, revenue cycle controls are perhaps the most important component of an organization’s overall internal controlframework
AMBERBER V. IBM CANADA LIMITED: TERMINATION CLAUSE FAILS A recent summary judgment motion before the Ontario Superior Court of Justice, Amberber v. IBM Canada Limited, serves as an important reminder to employers of the need to draft contractual termination clauses with a high degree of clarity, or risk unanticipated liability in the event of a without cause dismissal.. The facts. The Plaintiff in this case, Noah Amberber (“Amberber”), began DOES AN EMPLOYEE HAVE THE COMMON LAW RIGHT TO PROCEDURAL It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the WHAT DO EMPLOYERS DO WHEN EMPLOYEES PROVIDE TOO MUCH An oft-overlooked issue is the amount of notice that employees must give their employer when they leave. According to Sure-Grip Fasteners Ltd. v. Allgrade Bolt & Chain Inc. (1993), 45 C.C.E.L. 276 (Ontario General Division), “an employee is obligated by law to give reasonable notice of termination to his or her employer. The main purpose of the notice of resignation is to allow the employer ARBITRATOR UPHOLDS TERMINATION FOR EXCESSIVE ABSENTEEISM A recent arbitration decision upheld the termination of an employee for excessive but innocent absenteeism. In Sault Area Hospital and Ontario Nurses’ Association (April, 2014), the nurse suffered from various gastrointestinal and respiratory illnesses which seemed to reoccur every few months causing her to miss work. The Hospital repeatedly offered to consider accommodation, but REVENUE CYCLE RISKS AND CONTROLS: 60 ESSENTIAL QUESTIONS Revenue cycle risks and controls: Essential questions you should ask about your company’s sales and receivables. The importance of finance and accounting controls goes far beyond complying with legal requirements. In fact, revenue cycle controls are perhaps the most important component of an organization’s overall internal controlframework
CONSTRUCTIVE DISMISSAL IN THE TIME OF COVID-19 As of March 19, 2020, there were 736 cases identified in Canada. There is a mortality rate of approximately 0.8% – 4.2% although this appears to vary by country and by demographics. In an effort to reduce the spread of COVID-19 the public sector in Canada has begun shutting down programs including libraries, daycare, schools, and similar IT’S ALMOST YEAR END; AVOID CUT-OFF ERRORS It’s almost year end; avoid cut-off errors. As we approach the end of the calendar year, which for many is the end of the fiscal year, it becomes more critical to avoid cut-off errors which may have been tolerated earlier in the year. The year end closing process is the final opportunity to ensure that financial statements for the fiscalyear
GOOD FRIDAY, EASTER AND PASSOVER IN 2021 Good Friday and Easter Sunday coincide with the Jewish observance of Passover in 2021. Easter and the holidays that are related to it are moveable feasts in that they do not fall on a fixed date in the Gregorian or Julian calendars which follow only the cycle of the sun; rather, their dates are determined on a lunisolar calendar similar to the Hebrew calendar. EMPLOYEE ENTITLED TO VACATION PAY ON "DISCRETIONARY" BONUS Decision of the Court of Appeal. In upholding Justice Wilson’s decision, the Court of Appeal wrote the following: An employee’s entitlement to vacation pay under the Employment Standards Act, 2000, S.O. 2000, c. 41, is determined as a percentage of the employee’s wages. “Wages” is defined as “monetary remuneration payable by an HUMAN FACTORS INFLUENCING SAFETY IN THE WORKPLACE Safety is expensive, but an accident is even more costly. All organizations, all business owners, all managers, supervisors and workers in all workplaces need to understand the effect of work performed on the human body and how we influence the demands of the work we do through human interaction. Both of these things relate to the correlation between the worker and the demands of the “AGE IS AN IMPEDIMENT”: FAIR SEVERANCE FOR OLDER EMPLOYEES Age is an impediment to re–employment. The Motion Judge found that “the plaintiff is at a competitive disadvantage given her age in the broader job market, having virtually no work experience outside that of the defendant, a not for profit organization.” (paragraph 18) The Motion judge further referred to earlier decisions, including EMPLOYERS DISCUSSING EMPLOYEE MEDICAL CONDITION WITH OTHER In general, an employer, manager, supervisor or HR professional discussing an employee’s medical condition with other employees is just plain inappropriate. Employees who have disclosed their medical information with the goal of being accommodated or to access disability benefits have the right to confidentiality—any medicalinformation
Q&A: WHAT HAPPENS WHEN AN EMPLOYEE DOES NOT USE THEIR If an employee is not taking his or her vacation or refusing to schedule his or her vacation, in Ontario, employers are allowed under the ESA to schedule an employee’s vacation. The employer must schedule the vacation in two one-week blocks or a block of two weeks, for example, unless the employee and employer agree otherwise. TERMINATION OF BENEFITS FOR EMPLOYEES OVER 65 The number of workers over the age of 65 has risen significantly in recent years. The increasing number of older employees who are choosing to remain in the workplace, combined with the (near) elimination of mandatory retirement, has raised many considerations that employers have not previously addressed.FIRST REFERENCE
First Reference. The complete online policy management service based on Canada’s best source for current model policies, procedures and forms. The legally reviewed A–Z resource offers clear, current and comprehensive HR and payroll compliance and best practice.POLICYPRO®
PolicyPro® is the complete online policy management service based on Canada’s best source for current model policies, procedures and forms. PolicyPro® gives you the tools you need to create and update policies and includes a system for distributing policies to staff and tracking that they have read and understood them.LOG IN
First Reference Inc. 152-8171 Yonge Street Thornhill Ontario Canada L3T 2C6 Tel.: 800-750-8175 Fax: 905-761-7306 Email Customer Service: info@firstreference.com FINDINGS OF INVESTIGATION: LIFELABS BREACH AMBERBER V. IBM CANADA LIMITED: TERMINATION CLAUSE FAILS A recent summary judgment motion before the Ontario Superior Court of Justice, Amberber v. IBM Canada Limited, serves as an important reminder to employers of the need to draft contractual termination clauses with a high degree of clarity, or risk unanticipated liability in the event of a without cause dismissal.. The facts. The Plaintiff in this case, Noah Amberber (“Amberber”), began WHAT DO EMPLOYERS DO WHEN EMPLOYEES PROVIDE TOO MUCH An oft-overlooked issue is the amount of notice that employees must give their employer when they leave. According to Sure-Grip Fasteners Ltd. v. Allgrade Bolt & Chain Inc. (1993), 45 C.C.E.L. 276 (Ontario General Division), “an employee is obligated by law to give reasonable notice of termination to his or her employer. The main purpose of the notice of resignation is to allow the employer EMPLOYEE ENTITLED TO VACATION PAY ON "DISCRETIONARY" BONUS Decision of the Court of Appeal. In upholding Justice Wilson’s decision, the Court of Appeal wrote the following: An employee’s entitlement to vacation pay under the Employment Standards Act, 2000, S.O. 2000, c. 41, is determined as a percentage of the employee’s wages. “Wages” is defined as “monetary remuneration payable by an DOES AN EMPLOYEE HAVE THE COMMON LAW RIGHT TO PROCEDURAL It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the EMPLOYERS DISCUSSING EMPLOYEE MEDICAL CONDITION WITH OTHEREMPLOYEE TALKING ABOUT ANOTHER EMPLOYEE In general, an employer, manager, supervisor or HR professional discussing an employee’s medical condition with other employees is just plain inappropriate. Employees who have disclosed their medical information with the goal of being accommodated or to access disability benefits have the right to confidentiality—any medicalinformation
“AGE IS AN IMPEDIMENT”: FAIR SEVERANCE FOR OLDER EMPLOYEESAGE DISCRIMINATION AND SEVERANCE AGREEME…COMPANY SEVERANCE PACKAGESNEGOTIATING SEVERANCE OVER 40NEGOTIATING SEVERANCE OVER 60REASONABLE SEVERANCE PACKAGESEVERANCE PACKAGE RULES Age is an impediment to re–employment. The Motion Judge found that “the plaintiff is at a competitive disadvantage given her age in the broader job market, having virtually no work experience outside that of the defendant, a not for profit organization.” (paragraph 18) The Motion judge further referred to earlier decisions, includingFIRST REFERENCE
First Reference. The complete online policy management service based on Canada’s best source for current model policies, procedures and forms. The legally reviewed A–Z resource offers clear, current and comprehensive HR and payroll compliance and best practice.POLICYPRO®
PolicyPro® is the complete online policy management service based on Canada’s best source for current model policies, procedures and forms. PolicyPro® gives you the tools you need to create and update policies and includes a system for distributing policies to staff and tracking that they have read and understood them.LOG IN
First Reference Inc. 152-8171 Yonge Street Thornhill Ontario Canada L3T 2C6 Tel.: 800-750-8175 Fax: 905-761-7306 Email Customer Service: info@firstreference.com FINDINGS OF INVESTIGATION: LIFELABS BREACH AMBERBER V. IBM CANADA LIMITED: TERMINATION CLAUSE FAILS A recent summary judgment motion before the Ontario Superior Court of Justice, Amberber v. IBM Canada Limited, serves as an important reminder to employers of the need to draft contractual termination clauses with a high degree of clarity, or risk unanticipated liability in the event of a without cause dismissal.. The facts. The Plaintiff in this case, Noah Amberber (“Amberber”), began WHAT DO EMPLOYERS DO WHEN EMPLOYEES PROVIDE TOO MUCH An oft-overlooked issue is the amount of notice that employees must give their employer when they leave. According to Sure-Grip Fasteners Ltd. v. Allgrade Bolt & Chain Inc. (1993), 45 C.C.E.L. 276 (Ontario General Division), “an employee is obligated by law to give reasonable notice of termination to his or her employer. The main purpose of the notice of resignation is to allow the employer EMPLOYEE ENTITLED TO VACATION PAY ON "DISCRETIONARY" BONUS Decision of the Court of Appeal. In upholding Justice Wilson’s decision, the Court of Appeal wrote the following: An employee’s entitlement to vacation pay under the Employment Standards Act, 2000, S.O. 2000, c. 41, is determined as a percentage of the employee’s wages. “Wages” is defined as “monetary remuneration payable by an DOES AN EMPLOYEE HAVE THE COMMON LAW RIGHT TO PROCEDURAL It is assumed by most H.R. professionals that employees are entitled to procedural fairness and, in particular, to be advised as to the reasons for dismissal from employment. In fact, there is no such right in private companies. Employees in private companies (i.e. non-governmental entities) have no common law right of procedural fairness in the manner of their termination, whether the EMPLOYERS DISCUSSING EMPLOYEE MEDICAL CONDITION WITH OTHEREMPLOYEE TALKING ABOUT ANOTHER EMPLOYEE In general, an employer, manager, supervisor or HR professional discussing an employee’s medical condition with other employees is just plain inappropriate. Employees who have disclosed their medical information with the goal of being accommodated or to access disability benefits have the right to confidentiality—any medicalinformation
“AGE IS AN IMPEDIMENT”: FAIR SEVERANCE FOR OLDER EMPLOYEESAGE DISCRIMINATION AND SEVERANCE AGREEME…COMPANY SEVERANCE PACKAGESNEGOTIATING SEVERANCE OVER 40NEGOTIATING SEVERANCE OVER 60REASONABLE SEVERANCE PACKAGESEVERANCE PACKAGE RULES Age is an impediment to re–employment. The Motion Judge found that “the plaintiff is at a competitive disadvantage given her age in the broader job market, having virtually no work experience outside that of the defendant, a not for profit organization.” (paragraph 18) The Motion judge further referred to earlier decisions, including CANADIAN COMPLIANCE FREE RESOURCES TO DOWNLOAD AODA Compliance in 2020 and Beyond. By January 1, 2021, companies, non-profits and designated public service organizations with 50+ employees must meet the WCAG 2.0 Level AA guidelines for your Internet and web content. By June 30, 2021, all organizations in Ontario must file accessibility compliance reports. DO I HAVE TO PAY OUT ACCRUED VACATION PAY AT THE START OF No. During a period of temporary layoff, the employment relationship continues, and employers are not required to pay out accrued vacation time. Employers have the ability to refuse vacation requests. If the employer is not able to pay the vacation pay during the period of temporary layoff, then the request could be refused. FIRST REFERENCE TALKS About First Reference Talks. First Reference Talks invites subject-matter experts, human resources, payroll and IT professionals, accountants and tax specialists as well as lawyers to express their views to assist employers, businesses and not-for-profits on human resources, employment and labour law, accessibility standards, HUMAN FACTORS INFLUENCING SAFETY IN THE WORKPLACE Safety is expensive, but an accident is even more costly. All organizations, all business owners, all managers, supervisors and workers in all workplaces need to understand the effect of work performed on the human body and how we influence the demands of the work we do through human interaction. Both of these things relate to the correlation between the worker and the demands of the Q&A: WHAT HAPPENS WHEN AN EMPLOYEE DOES NOT USE THEIR To learn more about the law and best practices regarding vacation entitlements and related topics, consult The Human Resources Advisor, Ontario edition.If you are not already a subscriber, try a 30-day free trial here.. Please Note: This article is prepared VENDOR MASTER FILE ARCHIVES Vendor master file blunders caused a $2.7M loss for a company whose insurer refused to cover most of the loss. At the root of the loss was the company's inadequate response to a THE NEW “FALSE LIGHT” TORT AND IMPLICATIONS IN THE A recent decision of the Superior Court of Justice expanded Ontario’s tort law relating to the invasion of privacy. Yenovkian v. Gulian, released in December 2019, was the first Ontario case to recognize and apply the tort of placing a person before the public in a false light, a tort previously recognized in the United States and bearing a close resemblance to defamation. EMPLOYEE ENTITLED TO VACATION PAY ON "DISCRETIONARY" BONUS Decision of the Court of Appeal. In upholding Justice Wilson’s decision, the Court of Appeal wrote the following: An employee’s entitlement to vacation pay under the Employment Standards Act, 2000, S.O. 2000, c. 41, is determined as a percentage of the employee’s wages. “Wages” is defined as “monetary remuneration payable by an CONSTRUCTIVE DISCRIMINATION: THE CASE OF TAWNEY MEIORIN Constructive or adverse discrimination in employment occurs when rules or standards are established that do not discriminate at first glance, but have an adverse effect on persons whose rights are protected under human rights legislation. In such a case, the burden shifts to the employer to establish that such rules or standards are essential to the job, also known as bona fide occupational HOW TO DECIDE IF A RELIGIOUS BELIEF SHOULD BE ACCOMMODATED Human rights legislation and the Charter require employers to try to accommodate those obligations. Specifically, an employer must reasonably accommodate an employee’s creed, religious beliefs, observances and practices unless doing so would cause undue hardship on the way the employer’s conducts business. The protection ofcreed, religious
Please enable cookies.PLEASE WAIT...
WE ARE CHECKING YOUR BROWSER... FIRSTREFERENCE.COM Please stand by, while we are checking your browser...Redirecting...
PLEASE TURN JAVASCRIPT ON AND RELOAD THE PAGE. Please enable Cookies and reload the page. WHY DO I HAVE TO COMPLETE A CAPTCHA? Completing the CAPTCHA proves you are a human and gives you temporary access to the web property. WHAT CAN I DO TO PREVENT THIS IN THE FUTURE? If you are on a personal connection, like at home, you can run an anti-virus scan on your device to make sure it is not infected withmalware.
If you are at an office or shared network, you can ask the network administrator to run a scan across the network looking for misconfigured or infected devices. Another way to prevent getting this page in the future is to use Privacy Pass. You may need to download version 2.0 now from the ChromeWeb Store
.
Cloudflare Ray ID: 65B405C799294BBF • Your IP: 52.60.208.173 • Performance & security by CloudflareDetails
Copyright © 2024 ArchiveBay.com. All rights reserved. Terms of Use | Privacy Policy | DMCA | 2021 | Feedback | Advertising | RSS 2.0