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Does COVID-19 affect the reasonable notice period? The recent case of Yee v. Hudson’s Bay Company, 2021 ONSC 387 [Yee] suggests that Courts will take the pandemic’s impact on finding comparable employment into consideration...continue reading here http://www.heeneyvokey.com/does-covid-19-affect-the-reason/ #employmentlaw #TorontoLawyer #ontariolaw #Lawyer

Effective Thursday, January 14, 2021 at 12:01 a.m., the government is issuing a stay-at-home order requiring everyone to remain at home with exceptions for essential purposes, such as going to the grocery store or pharmacy, accessing health care services, for exercise or for essential work. This order and other new and existing public health restrictions are aimed at limiting people's mobility and reducing the number of daily contacts with those outside an immediate household. In addition to limiting outings to essential trips, all businesses must ensure that any employee who can work from home, does work from home... Read more here: http://www.heeneyvokey.com/ontario-declares-second-provinc/

In two recent labour arbitration cases, arbitrators upheld the termination of employees who knowingly breached COVID-19 protocols in the workplace. The decisions offer insight for non-unionized workplaces as they navigate the implementation of COVID-19 safety policies. Termination for failure to follow Covid-19 protocols upheld in two recent cases Read More...... http://www.heeneyvokey.com/termination-for-failure-to-foll/ See more

As the new requirements come into effect January 1, 2021, federally regulated employers should review and update their workplace harassment and violence policies as soon as possible to ensure they are in compliance with the new regulations. The lawyers at Heeney Vokey LLP are happy to assist and provide guidance on these changes. http://www.heeneyvokey.com/federally-regulated-employers-n/