So, you’re looking to hire your next account manager, controller or human resources specialist. Your recruitment agent presents you with a list of candidates and you get your assistant to schedule interviews of those who, in your opinion, are worthy of your attention. If your business is anything like many of the businesses around you, chances are you are under the impression that your legal obligations begin only at the date of hire and the interactions that take place prior to that auspicious occasion are legally meaningless. Wrong.
On December 6, 2018, the Ontario government introduced another new bill that will make even further changes to Ontario’s labour and employment laws. This new bill, called Bill 66 or the Restoring Ontario’s Competitiveness Act, 2018 (“Bill 66”), would make several amendments to Ontario’s Employment Standards Act, 2000 and Ontario’s Labour Relations Act, 1995 in an effort to address certain concerns raised by employers and others. These changes also seek to make Ontario businesses more competitive. Bill 66 comes on the heels of other recent legislative changes made by Ontario’s government including the changes made in Bill 47 or Making Ontario Open for Business Act. Further information about Bill 47 can be found in our recent blog post entitled “Premier Ford set to Reverse Recent Changes to Ontario Employment Laws.”
A common question many employees have is whether they can record conversations in the workplace. This question is usually within the context of a workplace dispute. For instance, the employee may feel belittled or bullied by a co-worker or superior and desire to record conversations that take place in order to “prove” that they have been bullied or belittled. Sometimes the employee will advise that co-worker or superior that they will be recording the said conversation. Other times, the employee will simply record the conversation and not set out to the co-worker or superior that they are doing so.
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.