3. Employment Agreements
Risk
Without agreement – common law entitlement on
termination applies in Ontario
With agreement – will it be enforced?
Employee vs Independent Contractor
Confidentiality of information and Intellectual Property
Non-solicitation / Non- competition clause
Termination clause
Tips
Reasonableness of terms
Ensure ESA minimum
Consideration
3
4. Workplace Policies
Risk
Missed opportunities to control the workplace / save
money
Code of Conduct/Discipline Policy
Attendance policy
Overtime policy
Vacation scheduling / Carry-over
Computer usage/privacy
Temporary Layoff
Regulatory non-compliance - OHSA, AODA
Tips
Document, distribute and require signed acknowledgment
Implement and enforce policies
4
5. Performance Management
Risk
Missed opportunities to enhance productivity
Not having legal grounds for termination of employment
for cause
claims for wrongful dismissal/constructive dismissal
Tips
Establish & implement performance management plan
Investigate breach of policy/misconduct
Written warning of consequences
Follow through with consequences
5
6. Human Rights
Risk
Complaints / litigation
Interview process
Failure to accommodate
Accessibility for Ontarians with Disabilities Act (AODA)
Tips
Conduct accommodation analysis
Actively manage medical information received
Document discussions
Comply with the AODA Customer Service and
Integrated Standards
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7. Labour Relations
Risk
Unionization: 20% devaluation of share value and 20%
in increased costs
Grievances
Strikes and lockouts
Tips
Positive employee relations
Know your collective agreement
Smart collective bargaining / contingency planning
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8. Occupational Health and Safety
Risk
Inspections
Workplace violence/harassment & criminal negligence –
new obligations
Investigations, orders and charges
Tips
Due diligence
Written policies and procedures
Training
Proper record keeping
Active risk management
Comply with accident reporting requirements
8
9. Workers’ Compensation
Risk
Uncontrolled costs
Tips
Active file management/appeal
Early return to work vs. labour market re-entry
(Ontario)
Frustration of employment
Ensure registration in the correct rate group
9
10. Termination of Employment
Risk
Layoff / Termination
Wrongful dismissal claims
Cause vs. no cause
LTD benefits during common law notice period
Costs (legal / opportunity / time)
Tips
Use probation period
Progressive discipline
Enforceable notice / termination provisions in employment
agreements
Letters of employment/reference
Outplacement services
10
12. Sherrard Kuzz LLP RetirementHomes.com
250 Yonge Street, Suite 3300 Robert Walker
Toronto, Ontario, Canada M5B 2L7 robert@retirementhomes.com
1-888-544-9124 x 243 Phone
416.603.0700 Phone
416.420.0738 24 Hour
416.603.6035 Fax
www.sherrardkuzz.com
Visit RetirementHomes.com for details
12
13. The information contained in this presentation is provided for general
information purposes only and does not constitute legal or other
professional advice.
Reading this presentation does not create a lawyer-client relationship
with Sherrard Kuzz LLP.
Readers are advised to seek specific legal advice from members of
Sherrard Kuzz LLP (or alternate legal counsel) in relation to any
decision or course of action contemplated.
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Notes de l'éditeur
Discuss progressive discipline
An employee’s been away and allI have is a one liner medical note – « I will re-evaluation in 3 months »)
Can you termination someone’s employment without cause? A layoff can result in a termination -