On June 1, 2014, the general minimum wage in Ontario became C$11
per hour. This is reflected in amendments to Regulation 285/01 of
the Employment Standards Act, 2000. The regulation also
provides the minimum wage rates for students, liquor servers,
homeworkers and hunting/fishing guides, which also increased
effective June 1, 2014.
What Happens When the Minimum Wage
If the minimum wage rate changes during a pay period, the pay
period will be treated as if it were two separate pay periods and
the employee will be entitled to at least the minimum wage that
applies in each of those periods.
Other Provincial Minimum Wage Increases in
Based on announced changes, several other provinces will be
increasing, or have already increased, their general minimum wage
rate in 2014 as follows:
Alberta: General minimum wage will increase to C$10.20 per hour
on September 1, 2014
Manitoba: General minimum wage will increase to C$10.70 on
October 1, 2014
Newfoundland & Labrador: General minimum wage will increase
to C$10.25 on October 1, 2014 and to C$10.50 on October 1,
Nova Scotia: General minimum wage increased to C$10.40 on April
1, 2014, while the inexperienced rate increased to C$9.90
Prince Edward Island: General minimum wage increased to C$10.20
on June 1, 2014 and will increase to C$10.35 on October 1,
Quebec: General minimum wage increased to C$10.35 on May 1,
Saskatchewan: General minimum wage will increase to C$10.20 on
October 1, 2014
As with Ontario, while the general minimum wage rate applies to
most employees, there may be job-specific exemptions and/or special
rules or rates for certain industries and job categories in each of
OCCUPATIONAL HEALTH AND SAFETY TRAINING
Ontario's New Health and Safety Awareness
As discussed in our January 2014 Blakes Bulletin: Ontario Employers: Things to Watch in
2014, the Ontario Ministry of Labour has introduced
mandatory health and safety awareness training under the
Occupational Health and Safety Act (OHSA) effective July
1, 2014. This training is required for all workers and supervisors
in Ontario who are subject to the OHSA. Employers must ensure that
the training they provide covers the necessary content, including,
for example, the duties and rights of workers, employers and
supervisors under the OHSA; common workplace hazards and
occupational illnesses; and the role of joint health and safety
committees and representatives.
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.
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Emotional culture is influenced in great part by the mindset and actions of leadership, although employees also play more of a role than they may realize in creating the culture that exists in the group.
The session will be led by Dr. Robert Brooks, an award-winning author and psychologist. In his presentation, Dr. Brooks will describe the mindset and realistic practices of leaders and staff that help to nurture and sustain a culture characterized by positive emotions, satisfying, respectful relationships, a sense of meaning and ownership for one’s work, and enhanced job performance. Examples will be offered to illustrate strategies for developing a positive emotional culture in an organization.
Join leading lawyers from the Blakes Pensions, Benefits & Executive Compensation group as they discuss recent updates and legal developments in pension and employee benefits law as well as strategies to identify and minimize common risks.
Ready? The company wants its in-house lawyers to be on the front lines, but there is little to no training around how to “look for risk,” let alone how to evaluate it or report it. Our special guest, Sterling Miller, will present simple ideas and processes you can use to spot and identify risk, and demonstrate how to evaluate and manage that risk alongside the business.
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.
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