As more Canadians become eligible for COVID-19 vaccines, provinces across Canada are implementing paid COVID-19 vaccination leave policies to incentivize workers to become vaccinated as soon as possible. These leave policies are being put into place as COVID-19 cases across Canada soar and the country races to vaccinate faster than infections can spread.
Millions of Canadian employees have been forced to work from home as a result of measures designed to prevent the spread of COVID-19. Many of these employees continue to perform the same jobs they had before the pandemic started, just from different locations. However, the location where an employee preforms work often factors into which provincial employment standards legislation applies to the employment relationship.
In light of the increased COVID-19 vaccine distribution in Canada, the Ontario government has made significant amendments to its vaccine distribution plan. The province is currently in the midst of Phase I of its vaccination distribution implementation plan, which prioritizes highest-risk populations, such as frontline healthcare workers, adults 80 years of age and older, indigenous communities, and individuals in congregate care settings for seniors. In preparation for its move to Phase II, Ontario has revised the eligibility criteria for vaccinations in Phase II.
Certain Canadian provinces have been especially hard hit by COVID-19 outbreaks. Most notably, Ontario and Quebec—two of Canada’s most populated provinces—have experienced the highest number of infection counts among the country’s provinces. While Ontario and Quebec have struggled to contain the spread of COVID-19, other provinces have had a different experience.
A Federal Court of Appeal decision, Bank of Montreal v. Li, is a cautionary tale for federally regulated employers about the limits of settlement agreements in resolving unjust dismissal complaints.
In the manufacturing industry, a workplace drug and alcohol policy can be a key feature of an employer’s health and safety program. Many manufacturers rely on testing to detect and deter employee impairment that might otherwise lead to accidents and injuries.