Workplace Wire

Connecting employers to developments in labour, employment & pension law

Ryan Edmonds

Biography LinkedIn

Profile:

Ryan Edmonds is an Employment and Labour lawyer in Heenan Blaikie’s Toronto office, where his practice encompasses all aspects of workplace law. In addition to advocating before courts, tribunals, and arbitrators, Ryan crafts proactive workplace policies and training programs tailored to businesses’ strategic needs.

Beware the Employment Reference!

References present a double-edged sword for employers.  On one hand, employers typically want former employees to find new jobs as doing so will get them off the company’s severance payroll.  On the other hand, providing references may expose employers to dual-pronged liability in negligence and/or defamation. Given the recent news that Canada lost nearly 46,000…

Read More…

Ontario’s New Mandatory OHS Awareness Training: What’s Required and How to Comply?

The regulation enabling Ontario’s new mandatory OHS awareness and training scheme went live on Friday, November 22, 2013.  Ontario Regulation No. 297/13 (Occupational Health and Safety Awareness and Training) (the “Regulation”) requires employers covered by the Occupational Health and Safety Act (the “OHSA”) to ensure that all workers and supervisors complete a basic OHS awareness training…

Read More…

Caveat Emptor: Ministry of Labour Gets Sued for ESA Hotline Advice

As the old saying goes, “you get what you pay for”.  Two  former employees of now-defunct Trillium Manufacturing are suing the Ministry of Labour over advice they received from its ESA hotline. The two employees accepted 8 weeks’ pay-in-lieu of notice from their employer as the ESA hotline told them that was their maximum legal entitlement,…

Read More…

An Employer’s Right to Temporarily Layoff in Ontario: Clear as Mud

In unionized workplaces, temporary layoffs have long been an employer’s most effective way of responding to economic downturns.  But what about non-unionized employers? Traditionally, unless an employer can show that it has an implied or express contractual right to temporarily layoff, a court will find that the interruption to employment will constitute a constructive dismissal…

Read More…