This is a neat but odd little case. The case of Susan Gray, Applicant v. Springfield Hotels Airport Inc. concerned an application under section 116 of the Employment Standards Act, 2000 (“the Act”) for review of an Employment Standards Officer’s (“ESO’s”) decision not to issue an order to pay against the responding party employer (“the Employer”), in respect of a claim by the applicant for termination pay. The applicant hhad worked for the employer for more than 4 years. She was terminated in October 2007. She worked full time for the employer. In October of 2007 the applicant provided a
TO FINISH READING THIS ARTICLE PLEASE CLICK HERE →When I meet with some employers it boggles my mind that they can go through a rigourous hiring process and hire staff without knowing anything abotu the Ontario employment standards act. They tender for resumes, they interview, they funnel the candidates down, they hire a candidate and then they spend money on a contract that everyone executes. What I never understand is how employers easily invite so many labour complaints and employment standard act orders and civil law suits because they do not adhere to the bare minimums. The ESA is piece of legislation specifically designed to establish BARE MINIMUMS
TO FINISH READING THIS ARTICLE PLEASE CLICK HERE →It is understandable that you are concerned. There are 13,000 reservists in Ontario that can be deployed any minutes. In December of 2007 the Ontario Government instituted changed in the Ontario Employment Standards Act that offers job protection for reservist leave or on tour of duty. Your job is already protected under the ESA if you need to take Pregnancy Leave, Parental Leave, Family Medical Leave, Personal Emergency Leave or Emergency Leave for Declared Emergencies. The mentioned leaves have eligibility requirements that you need to take note of. Now added to the list is protection for Military Reservists. To qualify
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