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Employment Law

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Can you fire someone for wearing perfume or you don't like their hair? ... mistreatment. unsubstantiated allegations of just cause. dishonesty. lack of respect ... – PowerPoint PPT presentation

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Title: Employment Law


1
Employment Law
  • for Tomorrows
  • Information Technology Professionals
  • John Levay
  • Acting Director, ITS

2
Questions Before We Start
  • Can you fire someone for wearing perfume or you
    dont like their hair?
  • Can you fire someone who is late because their
    babysitter didnt show up?
  • How long must you work before you must be given a
    break at work?
  • Can an employer change your duties?

3
The Contract of Employment
  • Non-Union
  • OR
  • Union

4
The Contract of Employment
  • Non-Union
  • an individual contract
  • can be written or unwritten
  • disputes are resolved in court
  • damages paid to employee
  • punitive damages
  • avoid misrepresentation of the job when hiring

5
The Contract of Employment
  • Non-Union
  • dismissal
  • 1. reasonable notice to employee
  • 2. just cause
  • 3. constructive dismissal
  • 4. bad faith dismissal

6
Dismissal (non-union)
  • 1. Reasonable Notice -based on
  • availability of other employment
  • nature of the job
  • level of responsibility
  • length of service
  • age
  • lured away

7
Dismissal (non-union)
  • 2. Just Cause -based on
  • theft/dishonesty
  • insubordination
  • activities outside work eg. criminal conviction
  • violation of rules, policies
  • harassment
  • incompetence
  • poor attendance

8
Dismissal (non-union)
  • 3. constructive dismissal - means
  • change in fundamental terms of employment by
    employer without consent of employee
  • change in status
  • change in remuneration
  • change of location eg. forced transfer

9
Dismissal (non-union)
  • 4. bad faith dismissal - means
  • mistreatment
  • unsubstantiated allegations of just cause
  • dishonesty
  • lack of respect

10
The Contract of Employment
  • Union -Labour Relations Act
  • trade union represents all workers
  • no individual bargaining
  • collective bargaining
  • written collective agreement
  • discipline, unjust dismissal
  • disputes resolved via grievance procedure
  • damages
  • reinstatement

11
Collective Agreement
  • monetary issues
  • wages
  • vacation
  • shift premium
  • non-monetary issues
  • contract language
  • procedures
  • administration

12
Typical Grievance Procedure
  • Stage 1 written complaint from employee to
    immediate supervisor
  • Stage 2 union steward and HR staff try to
    resolve complaint
  • Stage 3 senior management and top union
    officials review complaint
  • Stage 4 arbitration

13
Laws Governing Employment
  • Employment Standards Act,2000
  • Labour Relations Act
  • Occupational Health and Safety Act
  • Pay Equity Act
  • Human Rights Code
  • Workplace Safety and Insurance Act (Workers
    Compensation)

14
Employment Standards Act
  • sets minimum standards
  • hours of work/overtime
  • 11 consecutive hours free every 24 hours
  • 48 hours off every 2 weeks
  • IT workers are exempted from these rules!
  • overtime averaging agreements - writing
  • No more than 60 hours in a week
  • breaks - 1/2 hour every 5 hours

15
Employment Standards Act
  • wages
  • time and a half after 44 hours
  • averages cannot be over more than 4 weeks
  • lieu time must be mutually agreed
  • vacation/holiday pay
  • must pay statutory holidays - no one exempt
  • new formula for vacation pay calculation
  • look at last 4 weeks of regular wages

16
Employment Standards Act
  • Pregnancy and parental leave
  • up to 17 weeks pregnancy leave
  • automatic vacation carry over
  • 35 or 37 weeks of parental leave
  • must have comeback date in writing - change with
    4 weeks notice
  • employers are not required to pay a person on
    pregnancy or parental leave

17
Employment Standards Act
  • emergency leave
  • 50 or more employees
  • up to 10 unpaid days per year
  • not holidays
  • personal illness, injury or medical emergency
  • Death, illness, injury or medical emergency of
    listed family members
  • Urgent matter involving listed member not defined
    in act

18
Employment Standards Act
  • emergency leave
  • listed family members
  • broad definition
  • Spouses, common-law, same-sex
  • Step-relatives and in-laws
  • dependent relative
  • must advise prior to taking or ASAP
  • evidence reasonable in the circumstances
  • termination (severance pay)

19
Emergency leave?
  • Employee is sick?
  • The employee got a flat tire on the way to work?
  • The employees sisters boyfriend left her and
    the employee had to be with his sister
  • The employees grandfather died
  • The employees babysitter did not show up?

20
Emergency leave?
  • There was no bus service to work?
  • The Blue Jays were hosting an afternoon
    double-header and the Dome was open?
  • The employee drank too much the night before and
    woke up with a hangover?
  • The employees childs school was hosting an
    afternoon tea?

21
Emergency leave?
  • Employee had to attend a madness sale at the
    local department store?
  • The employee mother is not feeling well?
  • The employees air conditioner broke down and
    required repair?
  • The temperature was too hot and the employee
    needed to spend time in his backyard swimming
    pool?

22
Labour Relations Act
  • union certification rules
  • collective bargaining rules
  • strikes/lockouts not permitted during the life of
    a collective agreement
  • requirement for arbitration of disputes
  • defines unfair labour practices

23
Occupational Health and Safety Act
  • responsibility of employers to ensure health and
    safety of employees
  • employee right to refuse unsafe work
  • requirement for joint health and safety
    committees
  • government inspections
  • control of toxic substances

24
Workplace Safety and Insurance Act
  • provides benefits to victims of
    workplace-related accidents and illnesses
  • income benefits (85 of net pay, non-taxable)
  • medical benefits
  • survivor benefits
  • paid for by employers
  • no fault basis

25
Human Rights Code
  • 1. Protection Afforded
  • 2. Protected Grounds
  • 3. Direct vs. Indirect Discrimination
  • 4. Accommodation
  • 5. Workplace Harassment
  • 6. Employers/Managers Obligations

26
Human Rights Code1. Protection Afforded
  • equal treatment without discrimination on
    certain protected grounds in certain activities
  • employment
  • services/facilities
  • accommodation/housing
  • contracts
  • vocational associations/self-governing
    organizations

27
Human Rights Code2. Protected Grounds
  • age
  • race
  • creed
  • colour
  • ancestry
  • place of origin
  • record of offences
  • handicap
  • citizenship
  • sexual orientation
  • ethnic origin
  • marital/family status

28
Human Rights Code2. Protected Grounds
  • age
  • 18 years to 65 years
  • record of offences
  • pardoned criminal conviction or provincial offence

29
Human Rights Code2. Protected Grounds
  • handicap - includes
  • physical disability (including addictions)
  • mental retardation or impairment
  • learning disability
  • mental/emotional disorder eg. depression
  • WSIA injury/disability

30
Human Rights Code2. Protected Grounds
  • handicap
  • no infringement of the Code by refusing to hire a
    person incapable of performing essential duties
    of the job because of handicap
  • obligation to accommodate

31
Human Rights Code3. Direct vs. Indirect
Discrimination
  • (a) Direct Discrimination
  • Exception - special program designed to relieve
    hardship, or assist disadvantaged persons to
    achieve equal opportunity

32
Human Rights Code3. Direct vs. Indirect
Discrimination
  • (b) Indirect Discrimination
  • constructive/adverse impact/systemic
  • non-discriminatory factor (eg. height) that
    results in exclusion, restriction, or preference
  • UNLESS
  • factor is reasonable and bona fide in the
    circumstances

33
Human Rights Code4. Accommodation
  • must try to accommodate a workers handicap
    through
  • adjustment of the workplace
  • adaptation of equipment
  • waiver of requirements
  • adjustment of hours of work

34
Human Rights Code4. Accommodation
  • accommodation required unless it would create
    undue hardship to employer
  • assess level of hardship by looking at
  • cost
  • availability of outside funding
  • health and safety issues
  • effect on other employees
  • disruption of the collective agreement
  • business efficiency

35
Human Rights Code5. Harassment
  • course of comment/conduct
  • vexatious
  • unwelcome
  • known or ought reasonably to be known to be
    unwelcome
  • poisoned environment

36
Human Rights Code6. Employers/Managers
Obligations
  • obligation of employers/managers
  • to take all reasonable steps to ensure that
    workplace is free from discrimination/
  • harassment
  • address discrimination/harassment immediately and
    effectively if it occurs - this is the law!

37
Human Resources
  • HR people can help
  • HR will always back the employer
  • Catbert the evil HR Director
  • earned reputation for smiling
  • know how to do things legally
  • good network to make sure people are what they
    say they are - reference checks
  • interviews

38
Answers?
  • Can you fire someone for wearing perfume or you
    dont like their hair?
  • Can you fire someone who is late because their
    babysitter didnt show up?
  • How long must you work before you must be given a
    break at work?
  • Can an employer change your duties?

39
Questions?
  • John Levay
  • Acting Director, ITS
  • John.Levay_at_BrockU.CA
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