Information About Vey Willetts LLP – Ottawa Employment & Labour Law Blog
Below is a preview of the five most recent posts from the blog Vey Willetts LLP – Ottawa Employment & Labour Law Blog. To read these posts in their entirely or subscribe to future updates from this blog, please visit their website!
- Permissible pay deductions in the event of an employee’s sudden resignation
The sudden loss of a key employee can have a significant impact on an employer’s operations. It may result in loss of business, an inability to properly service clients and/or increased costs associated with replacing the lost worker.Therefore, it is understandable that some Ontario employers may wi … Read more »
- COVID-19 and the workplace: Answers to common Ontario employment questions
Please note: the situation with COVID-19 is continuing to rapidly develop. In the coming days and weeks, it is likely that both levels of government may introduce additional measures/legislation that could impact employee rights/obligations. We will look to update this page accordingly. If, however, … Read more »
- Smokers need not apply: can Ontario employers refuse to hire nicotine users?
U-Haul’s new policyAs of February 1, 2020, U-Haul no longer hires nicotine users in 21 of the US states in which it operates. The company, which employs over 30,000 people across the US and Canada, announced this new policy late last year. In the affected jurisdictions, U-Haul will now ask about nic … Read more »
- Coronavirus (COVID-19): What Ontario Employers Should Know
For the past two months, the attention of the world has been fixed on Wuhan, China, as the epicentre of a new respiratory virus. The 2019 Novel Coronavirus (COVID-19) has been declared a “Public Health Emergency of International Concern” by the World Health Organization and as of February 8, 2020, … Read more »
- Food for thought: do employers need to accommodate ethical veganism in the workplace?
The Ontario Human Rights Code (the “Code”) protects employees from discrimination in the workplace based on one (or more) of its protected grounds, which include disability, age, creed, sexual orientation, and gender identity. It further places a positive obligation on Ontario employers to reasonabl … Read more »