Employees are generally entitled to reasonable notice or pay in lieu of reasonable notice when their employer decides to terminate their employment. However, if the employer successfully establishes that the…
No. There is generally limited recourse for your employer if you refuse to receive a COVID-19 vaccination. However, depending on the workplace, your employer may be within their discretion to…
On April 11, 2020, the federal government implemented the Canada Emergency Wage Subsidy (“CEWS”). The CEWS is designed to enable employers to keep their employees on payroll while contributing to…
Since the Infectious Disease Emergency Leave regulation applies retroactively, the COVID-19 period is considered to be in effect from March 1, 2020, to January 1, 2022. If you would like…
In most cases, 13 weeks is the maximum allowable duration for a temporary layoff under Ontario’s Employment Standards Act, 2000 (“ESA”). Absent a recall, at the end of the 13-week period,…
Yes. An employee may request to take vacation time during a temporary layoff. An employee that requests vacation time is entitled to be paid their full remuneration throughout the vacation…
No. When an employee is temporarily laid off, the employment relationship remains intact and continues throughout the layoff period. Given this, employers do not have to pay their employees for…
Generally speaking, you cannot refuse to return to work unless your refusal is based on legitimate grounds. For example, if you return to work and there is no personal protective…
Yes. Employees who have had their employment terminated have a duty to make efforts to find another job, and thereby reduce their “damages”. These efforts are measured on the standard…
© Sultan Lawyers. All rights reserved. Privacy Policy / Disclaimer
Website designed and managed by Umbrella Legal Marketing
