Topic: North America

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Fin des classes : Aide relative à la pandémie pour les étudiants, les jeunes et les employeurs

Plusieurs étudiants au Canada comptent sur les emplois d’été pour gagner un revenu entre les sessions d’études secondaires ou postsecondaires. Toutefois, il pourrait s’avérer difficile pour les étudiants qui terminent leurs cours en cette année scolaire de décrocher un emploi stable pendant la saison estivale.

Programme Emplois d’été Canada

Le programme Emplois d’été Canada (EEC) offre des contributions aux employeurs comptant moins de 50 employés afin qu’ils créent des emplois d’été de qualité pour les jeunes âgés de 15 à 30 ans qui sont légalement autorisés à travailler au Canada. La pandémie de COVID-19 a eu des répercussions tant sur … Continue Reading

School’s out for summer: Pandemic assistance for students, youth and employers

Many students in Canada rely on summer jobs to generate income between semesters of high school or post-secondary education. However, students completing their studies this academic year may find it challenging to secure steady employment during the summer months.

Canada Summer Jobs Program

The Canada Summer Jobs Program (CSJ) program provides subsidies to employers with less than 50 employees in order to create quality summer work experiences for youth aged 15 to 30 years, and who are legally entitled to work in Canada. The COVID-19 pandemic has had an impact on both CSJ job-seekers and the employers that typically hire … Continue Reading

US: Return to work in an office environment: Employer considerations and best practices

Many businesses quickly shifted to remote work, where possible, and abandoned operations in an office setting when COVID-19 became a pandemic or when jurisdictions required or encouraged people to stay at home. Now, as these businesses contemplate resuming operations in the general office setting, they are grappling with a myriad of issues and concerns.  See our article COVID-19:  Best practice considerations for resuming work in an office setting for employer considerations for resuming work in the office setting, including advice on determining when to reopen, determining modifications to be made in the workplace, employee communication and training considerations, implementing the … Continue Reading

Licenciements collectifs : considérations pratiques pour les employeurs québécois

Dernièrement, dans le contexte de la COVID-19, certaines entreprises se sont vues contraintes de cesser temporairement ou de réduire substantiellement leurs activités, entraînant ainsi nombre de mises à pied. Alors que des économistes prévoient un ralentissement économique important en raison de la pandémie, les employeurs québécois peuvent légitimement se demander s’ils seront en mesure de rappeler leurs salariés au travail une fois les mesures de confinement levées, voire même être confrontés à la difficile décision de procéder à des licenciements collectifs.

Qu’est-ce qu’un licenciement collectif?

Au Québec, le licenciement collectif est la terminaison d’emploi d’au moins dix (10) salariés d’un … Continue Reading

Les droits religieux et le port des équipements de protection

En cette période de pandémie, certains employeurs envisageront l’adoption d’une politique concernant l’utilisation des équipements de protection individuelle, tels que la blouse, les gants, le masque ou encore la protection faciale. L’adoption d’une telle politique peut, pour certaines personnes, avoir pour effet d’opposer leurs droits religieux et leur propre santé et sécurité ou celles des autres travailleurs. Dans une telle situation, est-ce qu’un travailleur peut être exempté de l’application d’une politique obligeant le port de ce genre d’équipements?

L’affaire Singh c Montréal Gateway Terminals Partnership

La Cour d’appel s’est prononcée sur cette question à l’automne dernier dans l’arrêt Singh c. … Continue Reading

Religious rights and wearing protective equipment

During this pandemic, certain employers will consider adopting a policy on using personal protective equipment, such as gowns, gloves, masks or even facial protection. For certain people, adopting such a policy may have the effect of encroaching on their religious rights and protecting their own health and safety or that of other workers. In such a situation, can a worker be exempted from a policy requiring that this type of gear be worn?

Singh c Montréal Gateway Terminals Partnership

The Quebec Court of Appeal rendered its ruling on this matter last fall in Singh c. Montréal Gateway Terminals Partnership[1]Continue Reading

Ontario: Paying employees for the Victoria Day Holiday during the pandemic

Monday May 18, is Victoria Day (Journée nationale des patriotes, or National Patriot’s Day, in Quebec); a holiday which most employees are entitled to take off and receive public holiday pay. The COVID-19 pandemic has resulted in emergency leaves, temporary layoffs and reduced schedules. As a result, some may have lost track of upcoming long weekends and public holiday pay requirements. Below is a refresher on employee entitlement to public holiday pay in Ontario and how to calculate pay for employees who’s employment has been affected by COVID-19.

Public Holiday Pay

Generally, employees qualify for public holiday pay on … Continue Reading

Ontario : Payer ses employés pour la fête de la Reine en temps de pandémie

Le lundi 18 mai est le jour de la fête de la Reine (Journée nationale des patriotes au Québec); un jour férié pour lequel la plupart des employés ont le droit de prendre congé et de recevoir un salaire pour jour férié. La pandémie de la COVID‑19 a donné lieu à des congés pour situation d’urgence, des mises à pied temporaires et des horaires réduits. Par conséquent, certains ont peut-être perdu de vue les longues fins de semaine à venir et les exigences liées au salaire pour jour férié. Vous trouverez ci‑dessous un récapitulatif exposant le droit des employés de … Continue Reading

US: California court addresses legality of unlimited or uncapped vacation policies

Recently, in McPherson v. EF Intercultural Foundation, Inc., the California Court of Appeals addressed the legality of unlimited or uncapped vacation policies under California law. Three exempt employees sued the company for payment of unused vacation time at termination, despite being subject to an unlimited paid time off policy, because they argued the policy was neither unlimited in policy nor practice. The court agreed. Fortunately for California employers, the decision sets forth guidelines for employers to properly implement such policies and avoid liability.  For more information, see our legal update, California court finds employer liable under unlimited vacation policyContinue Reading

La gestion des travailleurs qui refusent de travailler en raison de la pandémie au Québec

Le 28 avril dernier, le gouvernement du Québec a dévoilé son plan de relance de l’économie. Ce dernier prévoit notamment la réouverture des chantiers de construction et des entreprises manufacturières (avec restrictions) le 11 mai 2020. Cette réouverture, dans le contexte de la pandémie de la COVID-19, soulève la question suivante : un travailleur peut-il refuser de retourner au travail ?

Le droit de refus

Un travailleur a le droit de refuser d’exécuter un travail qui présente un danger pour sa santé, sa sécurité ou son intégrité physique ou celle des autres[1]. Encore faut-il, cependant, que ce travailleur … Continue Reading

From Suits to Sweatpants: Employer’s Obligations to Employees Working From Home

Due to COVID-19, many employers have been thrown head-first into working-from-home (WFM) arrangements for some, if not all, of their workforce. It is important that employers ensure they are meeting their obligations in these circumstances, including occupational health & safety (OHS) responsibilities and business cost reimbursement, in order to avoid liability.

Health & Safety

In WFH arrangements, the employee’s home workspace becomes an extension of the workplace and is subject to OHS legislation. An employer cannot delegate its obligation to provide a safe working environment to its employees. If an employee is injured while working at home, then the employer … Continue Reading

Stay on top of it: Norton Rose Fulbright Canada’s employment & labour resources on the pandemic

The COVID-19 situation in Canada evolves and changes every day. Below are resources we’ve prepared to assist employers to stay on top of it.

 

Cross-jurisdictional Guides

Our guide on government relief programs announced in light of COVID-19

Our first guide to assist clients who are navigating unprecedented layoffs during the global pandemic

 

National Webinars

Part VI of COVID-19 (Coronavirus) webinar series where we discussed building resiliency for businesses weathering the COVID-19 storm

  • Publication date: April
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Faire face à la situation : Ressources de Norton Rose Fulbright Canada sur la pandémie en droit de l’emploi et du travail

La situation liée à la COVID-19 au Canada évolue et change de jour en jour. Voici des ressources que nous avons préparées pour aider les employeurs à y faire face.

 

Guides d’information à l’échelle pancanadienne

Notre guide portant sur les programmes de secours anoncés au Canada pour faire face à la COVID-19

Notre premier guide destiné aux clients qui font face à des mises à pied pendant la pandémie

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Reduction in work considerations for New York employers during the COVID-19 pandemic

It has been nearly one month since the “New York on PAUSE” Order was implemented to combat the effects of the COVID-19 pandemic.  Yesterday, Governor Cuomo announced that the Order will be extended until May 15, 2020, requiring non-essential businesses across New York to remain closed for at least an additional month.  With these ongoing restrictions, employers continue to navigate the evolving legal landscape with the understanding that business interruptions may not be as temporary as initially anticipated.  To stay afloat amidst these disruptions, companies may have to make difficult business decisions, including implementing layoffs, furloughs, and pay reductions for … Continue Reading

US: New COVID-19-related paid sick leave requirements for larger Los Angeles employers

Employers with either 500 or more employees within the City of Los Angeles, or who employ at least one employee in Los Angeles and have 2,000 or more employees within the US, must now provide supplemental paid sick leave for reasons related to the coronavirus pandemic for those employees performing work in the city. Notably, while employers of this size are exempt from the recent federal paid sick leave law, they must immediately become familiar with this new obligation under an emergency order signed by the Mayor.  For more information, see our legal update Los Angeles emergency public order imposes Continue Reading

Pâques et la Pâque juive 2020 : des rappels pour les employeurs pendant la pandémie

Vendredi saint marque le début de la longue fin de semaine de Pâques au Canada. Cette année, les festivités seront sans doute célébrées différemment. En raison de la COVID-19, les grands rassemblements sont interdits et la majorité des lieux de loisirs publics et privés sont fermés, tout comme les lieux de culte. Peu importe les fêtes, les employeurs doivent continuer de respecter leurs obligations ainsi que les directives des autorités. Voici quelques rappels clés pour les employeurs à l’approche de la longue fin de semaine.

Fermeture des services non essentiels

Au Canada, les autorités gouvernementales, conformément aux pouvoirs conférés par … Continue Reading

Easter & Passover 2020: Pandemic reminders for employers

Good Friday marks the start of the Easter long weekend in Canada. Undoubtedly, this year, festivities will be observed differently. Due to COVID-19, large gatherings are currently prohibited and most private and public places of recreation are closed, including places of worship. Employers must continue to navigate these trying times, holiday or not. Below, we have outlined a few key reminders for employers and as the long weekend approaches.

Non-essential services closed

Jurisdictions across Canada have ordered the closure of all non-essential businesses, some until at least May, pursuant to powers under applicable emergency legislation. This weekend will be no … Continue Reading

Exigences relatives aux langues officielles en situation de pandémie : Mise en garde à l’intention des institutions fédérales

Comme plusieurs, les institutions fédérales doivent surmonter le défi monumental que posent la gestion de la situation entourant la COVID-19 et l’obligation d’assurer le respect d’un certain nombre d’exigences légales, notamment celles de la Loi sur les langues officielles (« LLO »). La pandémie de COVID-19 exerce une pression sur les ressources financières et humaines des institutions fédérales. Dans ces circonstances, les institutions fédérales font des choix difficiles quant à l’affectation de leurs ressources, en particulier dans les situations d’urgence où la santé et la sécurité de leurs employés ou du public sont en jeu. Le commissaire aux langues officielles … Continue Reading

Official language requirements in a pandemic: A word of caution for federal institutions

Like many, federal institutions are facing the capital challenge of managing COVID-19 and ensuring compliance with a number of legal requirements, including those under the Official Languages Act (the “OLA”). The COVID-19 pandemic is causing stress on both financial and human resources of federal institutions. In such circumstances, federal Institutions are making difficult choices on where to allocate their resources, especially during emergency situations where the health, safety or security of their employees or of the public are at stake. Recently, the Commissioner of Official Languages (the “Commissioner”) published a statement on how COVID-19 is impacting federal institutions, namely as … Continue Reading

US: DOL issues guidance on coronavirus paid leave rule and clarifies coverage for stay-at-home orders

On April 1, 2020, the US Department of Labor (DOL) issued a temporary rule providing key guidance on paid leave under the Families First Coronavirus Response Act (FFCRA). The rule clarifies that employees covered under a federal, state or local stay–at-home order may be eligible for paid FFCRA leave but only if work or telework is available. The rule also provides detailed guidance on teleworking, the small business exemption, required documentation and a number of other points.  For more information, see our legal update, US: DOL issues key federal paid leave rule, extends leave to certain employees under stay-at-home ordersContinue Reading

Pandemic Q&As: Walking off the job, limitation periods, symptomatic employees and human rights considerations

In this blog post, we provide answers to the following four questions posed by Ontario employers:

  1. Can my employees walk off the job for fear of contracting COVID-19?
  2. Do I still need to meet my filing deadlines?
  3. One of my employees reported having COVID-19 after reporting to work for several days—what do I do?
  4. Is a COVID-19 infection a disability?

Q1: Can my employees walk off the job for fear of contracting COVID-19?

Short answer: No.

In press conferences last week, Premier Doug Ford stated:

We passed legislation.  Not just construction workers—any worker in Ontario—if you don’t feel

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Foire aux questions sur la pandémie : Quitter le travail, délais de prescription, employés symptomatiques et questions de droits de la personne

Dans cet article de blogue, nous répondons aux quatre questions suivantes que se posent les employeurs ontariens :

  1. Mes employés peuvent-ils quitter leur travail par crainte de contracter la COVID-19?
  2. Dois-je toujours respecter mes échéances de dépôt?
  3. L’un de mes employés a déclaré être atteint de la COVID-19 après s’être présenté au travail pendant plusieurs jours – que dois-je faire?
  4. L’infection par la COVID-19 constitue-t-elle un handicap?

Q1 : Mes employés peuvent-ils quitter leur travail par crainte de contracter la COVID-19?

Réponse brève : Non.

Lors de conférences de presse la semaine dernière, le premier ministre Doug Ford a déclaré Continue Reading

US: Employer obligations for COVID-19 mandated remote work expenses (California and beyond)

To reduce the spread of COVID-19, many employers are requiring their employees to work remotely (either voluntarily or because several states, including California and New York, have imposed social distancing restrictions). The new work-from-home reality has implications for employers with workers employed in California and other states, as described in COVID-19: Working from home and employer reimbursement of remote-work expenses in California and beyond.  For more information, read COVID-19: Working from home and employer reimbursement of remote-work expenses in California and beyond, and for additional information about legal implications of COVID-19, see Coronavirus: Legal implications of a global Continue Reading

US DOL issues new guidance on COVID-19 paid sick and family leave

The US Department of Labor (DOL) issued guidance which answers a number of key questions on the new federal coronavirus paid sick leave and emergency Family and Medical Leave Act leave, including when the law takes effect, how to count employees for purposes of the 500-employee threshold, how to treat related employers and other key questions. The DOL also issued model paid sick leave posters and announced limited amnesty for violations through April 17th.  For more information, read US DOL answers questions on new federal sick and family leave, issues new posters and announces limited amnesty and see our chart Continue Reading

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