Doughnut shop facing "hole" lot of trouble.
After two years of study a report suggesting changes to the Employment Standards Act
of Ontario has been released and it includes 173 recommendations.
Fresh out of high school, at the age of 18, Rebecca landed a job selling cell phones at a small store. Some days she worked alone. Other days the store owner would work with her and occasionally his wife would be there.
Most often when a workplace is being reorganized and a position eliminated, the person filling that role is simply terminated. Sometimes, however, there is a twist.
Question: I worked in a large food processing plant for eight years before I was terminated. As a result of a degenerative back condition, my doctor limited how much weight I could lift at any given time.
QUESTION: For the third time in two years, one of my drivers has been in a fender bender that was his fault. This is significantly affecting my insurance and deductibles. Can I deduct the increased costs from his pay cheque?
QUESTION: I employ about 20 people in my small company. Things are going fairly well and as a result I have recently learned that I have five employees who did not take all of their paid vacation for the last few years. Perhaps I should have, but I did not know this was happening. I realize I have to pay out what they accumulated but how do I control this in the future?
QUESTION: I worked for a large local employer for 36 years. Two weeks ago I was told that my employment was over. I was given my outstanding wages and vacation pay and nothing more. The company is in creditor protection right now. Is there anything I can do to get a severance package?
Sadly, it is not unusual for employers to discriminate against disabled employees or fail to accommodate them in the workplace. Many employers simply do not understand the obligations imposed by the Ontario Human Rights Code
. Even if they know they are violating the Code
, most are clever enough not to be overt about the discrimination. But there are always exceptions.