Stitz Litigation
100 King Street West, Suite 5700 M5X1C7 Toronto, ON, Canada

Ontario employees, contractors and employers conducting business within the province should take note of changes that will impact their workplace in 2019 and beyond. Bill 47, the Making Ontario Open for Business Act, 2018, became law late last year and is having an immediate impact on Ontario workplaces. Notably, it repeals several of the employment and labour law changes that were introduced earlier in 2018 by the Wynne Government. Those changes were known as Bill 148, the F...air Workplaces, Better Jobs Act, 2017. Bill 47 amends the Employment Standards Act, 2000, the Labour Relations Act, 1995 and the Ontario College of Trades and Apprenticeship Act, 2009, and makes complementary changes to other acts. While not exhaustive or context specific, some of the highlights include: Minimum Wage: Minimum wage to remain at $14.00 an hour, at least until October 2020. There will be no increase to $15.00 an hour at this time. Leaves of Absence: Removal of the 2 paid personal emergency leave days pursuant to Bill 148. Instead of being entitled to 10 days of personal emergency leave, 2 of which were paid, employees will now receive 3 sick days, 3 family responsibility days, and 2 bereavement days - all of which will be unpaid. The 2 days of paid personal emergency leave effectively expired on December 31, 2018 if not taken prior to that date. This is of course subject to one’s contract of employment providing a greater right or benefit. Vacation: The current vacation entitlement provisions will remain, such that employees will still be entitled to 3 weeks’ paid vacation upon reaching 5 years of service. Medical Notes: Employers will continue to be allowed to request a medical note from a qualified health practitioner in certain scenarios. Removal of equal pay for equal work (not to be confused with pay equity) Requiring, for example, employers to provide equal pay to part-time and full-time employees performing the same task. Equal pay for equal work refers to providing the same rate of pay regardless of employment status. Card Based Union Certification - Card-based certification will no longer be in effect in the building services industry, the home care and community services industry or for temporary help agencies. Bill 148 previously extended card-based union certification to the temporary help agency industry, the building services sector, and home care and community services industry, removing the need for a secret ballot vote. Secret ballot has returned. Read more here: https://www.ontario.ca/laws/statute/S18014 Contact Michael Stitz and Stitz Litigation Professional Corporation if you are a business or individual seeking legal advice pertaining to employment and labour laws in Canada as well as complex litigation matters. 1 (844)-222-8154 or [email protected]

Michael Stitz is proud to announce the opening of his new Toronto employment and labour law firm, Stitz Litigation Professional Corporation. Toronto employment and labour lawyer Michael Stitz is an expert and industry leader with over a half decade of experience specializing in employment law, labour law, human rights law and human resources. Providing winning legal advice and representation to employees and employers. Courtroom experience, published and quoted. Stitz Litigat...ion is your workplace legal authority. Call Stitz Litigation for a consultation with a Toronto employment & labour lawyer Toll Free: 1 (844)-222-8154 | Local: (647) 243-4350 www.stitzlaw.ca

Schedule a consultation today! Contact us toll free @ 1(844)-222-8154 or visit our new website @ www.stitzlaw.ca

Schedule a consultation today! Contact us toll free @ 1(844)-222-8154 or visit our new website @ www.stitzlaw.ca

Ontario employees, contractors and employers conducting business within the province should take note of changes that will impact their workplace in 2019 and beyond. Bill 47, the Making Ontario Open for Business Act, 2018, became law late last year and is having an immediate impact on Ontario workplaces. Notably, it repeals several of the employment and labour law changes that were introduced earlier in 2018 by the Wynne Government. Those changes were known as Bill 148, the F...air Workplaces, Better Jobs Act, 2017. Bill 47 amends the Employment Standards Act, 2000, the Labour Relations Act, 1995 and the Ontario College of Trades and Apprenticeship Act, 2009, and makes complementary changes to other acts. While not exhaustive or context specific, some of the highlights include: Minimum Wage: Minimum wage to remain at $14.00 an hour, at least until October 2020. There will be no increase to $15.00 an hour at this time. Leaves of Absence: Removal of the 2 paid personal emergency leave days pursuant to Bill 148. Instead of being entitled to 10 days of personal emergency leave, 2 of which were paid, employees will now receive 3 sick days, 3 family responsibility days, and 2 bereavement days - all of which will be unpaid. The 2 days of paid personal emergency leave effectively expired on December 31, 2018 if not taken prior to that date. This is of course subject to one’s contract of employment providing a greater right or benefit. Vacation: The current vacation entitlement provisions will remain, such that employees will still be entitled to 3 weeks’ paid vacation upon reaching 5 years of service. Medical Notes: Employers will continue to be allowed to request a medical note from a qualified health practitioner in certain scenarios. Removal of equal pay for equal work (not to be confused with pay equity) Requiring, for example, employers to provide equal pay to part-time and full-time employees performing the same task. Equal pay for equal work refers to providing the same rate of pay regardless of employment status. Card Based Union Certification - Card-based certification will no longer be in effect in the building services industry, the home care and community services industry or for temporary help agencies. Bill 148 previously extended card-based union certification to the temporary help agency industry, the building services sector, and home care and community services industry, removing the need for a secret ballot vote. Secret ballot has returned. Read more here: https://www.ontario.ca/laws/statute/S18014 Contact Michael Stitz and Stitz Litigation Professional Corporation if you are a business or individual seeking legal advice pertaining to employment and labour laws in Canada as well as complex litigation matters. 1 (844)-222-8154 or [email protected]

Recent column by Michael Stitz published in Canadian Lawyer InHouse Magazine http://www.canadianlawyermag.com//no-24-month-cap-on-wron/#

ONTARIO EMPLOYEES & EMPLOYERS NEW RIGHTS AND OBLIGATIONS FOR 2018 AND BEYOND Ontario employees and employers are now feeling the impact of Bill 148 - the Fair Workplaces, Better Jobs Act, 2017, which was passed into law on November 22, 2017. The changes go far beyond the rising minimum wage we have heard about and the fallout for businesses such as Tim Hortons and its franchisees. However, many employers and employees are unaware of the majority of the provisions that crea...Continue reading

Michael Stitz is proud to announce the opening of his new Toronto employment and labour law firm, Stitz Litigation Professional Corporation. Toronto employment and labour lawyer Michael Stitz is an expert and industry leader with over a half decade of experience specializing in employment law, labour law, human rights law and human resources. Providing winning legal advice and representation to employees and employers. Courtroom experience, published and quoted. Stitz Litigat...ion is your workplace legal authority. Call Stitz Litigation for a consultation with a Toronto employment & labour lawyer Toll Free: 1 (844)-222-8154 | Local: (647) 243-4350 www.stitzlaw.ca