QUESTION: I have an employee in the office of my small business who has worked for the company for about nine years. She just turned 69. She is a great person but unfortunately, over the last ten months or so her error rate has skyrocketed. It is not because she does not care because I know she does. I have, as kindly as possible, pointed out the increasing number of errors and have tried to figure out with her what we can do to reduce them. Nothing has worked. These errors are starting to hurt the business. What do I do?
When an employee negotiates a severance package, it usually takes either one of two forms: Either the employee gets a lump sum payment and all ties with their former employer are cut or they end up on a time limited salary continuance. A salary continuance means the employee is put on the regular payroll with normal deductions and most of their previous benefits coverage and continued pension participation.
Bradley owned a small real estate brokerage. Suzanne worked for him as a real estate agent. During her five years with the office, on more than one occasion she asked for advances against future commissions from Bradley and he often complied.
The Ontario Human Rights Code says that everyone has a right to “equal treatment with respect to employment without discrimination because of”, among other things, sex and marital status. It also indicates that “every person who is an employee has a right to freedom from harassment in the workplace by another employee because of” sex and marital status.
The question of how long an employer must wait before permanently replacing an employee who is off ill is a complex one. Spoiler alert: Bernice’s story will not provide clarity.
We have all heard that gender-biased saying that you should never ask a lady about her age. Even more importantly, never ask an employee about their retirement plans.
Starting June 10, 2016, restaurant managers will no longer be permitted to skim wait staff’s tips into their own pockets. The “Protecting Employees’ Tips Act” comes into effect on that day.
Increasingly, employees work away from the office without supervision on an honour system. Employers have neither the interest nor ability to micromanage how those employees use their time. Employees who are caught abusing that freedom, however, can more easily be terminated without notice.
The law has long been that in order to receive an award from a judge for pay in lieu of notice as a result of being terminated, you have to do everything you reasonably can to mitigate your damages.
When it comes to getting fired, all employees are created equal. Whether you work for a large employer with lots of money, a small employer with only one or 2 staff, or something in the middle, the employer’s ability to pay the cost of a reasonable severance package should be irrelevant.