The holidays are around the corner and employers are understandably becoming more concerned about potential liability that could result from a holiday office party. On one hand, employers would like to show their appreciation to their employees and an office party is a nice gesture to show that appreciation. On the other hand, employers are wary of certain legal implications that may result from a holiday office party. For instance, there may be issues related to harassment and / or damages or injury from alcohol consumption.
The #metoo movement has had a major impact on how employers react to “office romances” in the workplace. Previously, employers may have simply discouraged or even ignored workplace romances, dating, flirting, etc. However, those attitudes by employers are changing as “office romances” may now come with serious liability attached to it for the employer especially if the “office romance” involves employees where one is a subordinate and the other is a superior.
Employment lawyers use a wide array of differing factors to determine an appropriate notice period for a dismissed or terminated employee. However, there is not an exact methodology or set of calculations used by lawyers or courts to determine an appropriate notice period at common law. Generally, employment lawyers use key pieces of information garnered from a review of case law that will be the basis for a reasonable notice period range with respect to a particular matter.
The Ontario government will reverse a number of key employment laws recently put in place by the previous liberal government in a new bill.