As of October 14, 2022, Ontario updated its COVID-19 requirements for long term care homes, including lifting the active screening requirement for visitors and caregivers upon arrival.
The British Columbia Supreme Court in Parmar v. Tribe Management Inc. rendered the first civil court decision examining whether an employer can do so in a non-unionized workplace.
On September 26, 2022, the Public Health Agency of Canada announced that effective October 1, 2022, Canada’s COVID-19 entry restrictions will be removed for all travellers regardless of citizenship.
An arbitrator recently decided that a mandatory vaccination policy requiring employees in two long-term care homes to receive three doses of the COVID-19 vaccine was reasonable.
The Court of Queen’s Bench of Alberta recently dismissed an employee’s claim that he had been constructively dismissed when his employer did not accommodate him with a mask exemption and put him on indefinite unpaid leave.
On July 21, 2022, Ontario amended a regulation to extend the availability of Paid Infectious Disease Leave (Paid IDEL) until March 31, 2023. Prior to this extension, Paid IDEL was scheduled to expire on July 30, 2022.
In a recent decision an arbitrator found that the grievor was discriminated against on the basis of creed under the Ontario Human Rights Code when her employer denied her request for an exemption from its mandatory COVID-19 vaccination policy.
Employers subject to provincial legislation that have employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training and postings.
