Ontario's Ministry of Labour has announced several upcoming
blitzes during which it will ensure that employers in specified
industries are compliant with particular areas of concern under the
Employment Standards Act, 2000 ("ESA"). Both
provincial and regional blitzes have been announced.
A recent posting on this blog dealt with the issue of unpaid
internships, in follow-up to the announcement by Toronto Life
magazine and The Walrus magazine that they were ending their unpaid
internships following recent government inspections. Those
inspections were part of the announced blitz with a focus on
interns, which began in April and will continue until June in the
areas of marketing/public relations, software development, retail,
media, film and entertainment industries.
Also on the horizon is a provincial blitz to focus on vulnerable
and temporary foreign workers which has been announced for the
period from September to November 2014 in the following industries:
restaurants, building services, personal care services, business
support services and agriculture.
Finally, that will be followed in early 2015 with a provinncial
blitz on temporary help agencies, in order to ensure that they are
compliant with the laws relating to temporary help workers.
On a regional level, Simcoe, Peel, Dufferin & York
veterinary clinics and security service firms will undergo a
general ESA blitz in June and July of 2014. At the same time,
Toronto and Durham region car dealerships and supermarkets will
also undergo a general ESA blitz. Ottawa, Kingston, Peterborough,
Hamilton, Kitchener/Waterloo, London and Windsor seasonal
businesses and tourism-related businesses will see their own
general ESA blitz from June through August and finally,
professional offices in Northern Ontario will see a similar blitz
in June and July.
It is always good to have your house in order; however, for
companies which may be targeted by one of the blitzes noted above,
it is of particular importance that your business be compliant with
Dentons is a global firm driven to provide you with the
competitive edge in an increasingly complex and interconnected
marketplace. We were formed by the March 2013 combination of
international law firm Salans LLP, Canadian law firm Fraser Milner
Casgrain LLP (FMC) and international law firm SNR Denton.
Dentons is built on the solid foundations of three highly
regarded law firms. Each built its outstanding reputation and
valued clientele by responding to the local, regional and national
needs of a broad spectrum of clients of all sizes –
individuals; entrepreneurs; small businesses and start-ups; local,
regional and national governments and government agencies; and
mid-sized and larger private and public corporations, including
international and global entities.
Now clients benefit from more than 2,500 lawyers and
professionals in 79 locations in 52 countries across Africa, Asia
Pacific, Canada, Central Asia, Europe, the Middle East, Russia and
the CIS, the UK and the US who are committed to challenging the
status quo to offer creative, actionable business and legal
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances. Specific Questions relating to
this article should be addressed directly to the author.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
On Thursday, September 22, 2016, Dentons hosted a panel discussion about the management of liabilities and risks associated with environmental crises, including potential liabilities for directors and officers and provided insight into risk and liability techniques associated with environmental crisis management.
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).