Most people understand that if they lose their job, they have a right to receive severance from their employer. Generally speaking, what reflects fair severance for a person will depend on a number of factors such as whether the individual has a written employment contract, their age, their tenure of service, their formal education and the availability of comparable jobs in the local market.
Section 54 of the Ontario Employment Standards Act requires that employers in the province must provide either notice or pay in lieu of notice, up to a maximum of 8 weeks, if they dismiss an employee (except in cases of serious employee misconduct).
Having a baby can be one of the most exciting things in life. Along with the excitement of the new family member, however, come many new challenges:
Will I go on maternity leave? How long can I take off work? Can I afford to be off work? What benefits and top-up can I get? Do I need accommodation at work during my pregnancy? How will I make the transition back into my job?
These concerns put pressure on parents-to-be. Recognizing this, the following Q&A session tries to answer some common questions that employees may have about maternity leave and work.
Most employees in Ontario benefit from an interconnected web of laws and court rulings. It is important to be informed of these rights, so that you may protect yourself and ensure fair treatment.
It is equally important for small businesses to understand the obligations imposed by Ontario's employment laws in order to efficiently structure their operations, ensure legal compliance and limit the potential for costly litigation. With those thoughts in mind, and an acknowledgment that a plethora of employment rights and obligations exist in Ontario, here is our top ten list that every employee and small business should know.