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Bill 203, the Pay Transparency Act, 2018

Bill 203, the Pay Transparency Act, 2018, was introduced by the Ontario Government on March 6, 2018.  The purpose of this Act is to address the wage gaps and increase pay transparency by requiring employers to track and publish employee compensation details. With the increased discussion regarding gender-based wage discrimination in the workplace, the Ontario Government examined the policies …

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Luring An Employee Away From Secure Employment Can Be Costly For Employer

Skilled workers are the lifeblood of almost every business. For every employer, having efficient, productive employees provides significant benefits in many aspects of the business, ranging from simply greater economic returns and profits to the development of strong interpersonal relationships. Given this demand, it is no surprise that some employers may actively seek out and …

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GoodLife Agrees to Pay $7.5M In Unpaid Wages To Its Employees in Settlement

Recently, GoodLife Fitness Centres Inc. (“GoodLife”) reached a $7.5 million settlement through mediation with its current and former non-management employees. The settlement includes payment for preparation and administrative work, overtime at time-and-a-half instead of straight time, and implementing a new record-keeping system, and can be broken down as follows: $5.5 million to personal trainers who …

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When Working Notice Is Not Actual Notice – Toronto Employment Lawyer

Employees who are terminated without cause are entitled to a form of termination pay called a notice of termination. Notice of termination is meant to provide employees with enough time (or “reasonable notice”) to find a similar job. Without a contract that limits the employee to the legally required notice, judges consider factors such as …

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Bill 148 Makes Major Changes to Ontario’s Employment Laws

Monkhouse Law is comprised of a dedicated and focused team of practitioners engaged by employees and employers to analyze, evaluate, troubleshoot and, where appropriate, litigate compliance with Ontario Employment Laws. As a boutique firm, we have assisted many companies from small organizations to large public corporations. Our firm concentrates solely on workplace issues to serve …

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“You Can’t Fire Me, I Quit!” If You Resign During Your Notice Period You Can Still Get Severance

In general, when an employee quits their job they are not entitled to termination or severance pay. But, what happens if an employee resigns after receiving notice of their termination? Are they still entitled to anything? In most cases, when an employer terminated an employee it chooses to provide termination pay in lieu of notice …

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Filling in the Gaps: Continuity of Service and Gaps in Employment

When determining the reasonable notice period of a terminated employee, one of the major factors of consideration is length of service, along with other factors such as age and nature of position.  The longer an employee has worked for an employer, the more notice (or pay in lieu thereof) they are generally entitled to upon …

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Confusion Over Severance? You Might Be Owed More Than You Think

A ‘severance package’ is a common phrase used to describe what an employee receives when they are let go by their employer. While in literal terms, this term can be used to describe a sum of money paid when the employment relationship is severed, it often creates confusion for employees when assessing the amount of …

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Special Rules for Mass Terminations

Note:  The following blog post describes the law for a situation where the employer intends to permanently downsize. For information about temporary layoffs from the closure of retail establishments due to the COVID-19 pandemic, please go to Temporary Layoffs in Ontario Due to Coronavirus and Employee Rights. News of multinational retailers closing establishments across Canada …

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