Publication
La Cour suprême du Canada tranche : les cadres ne pourront se syndiquer au Québec
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Auteur:
Canada | Publication | November 14, 2022
As of November 10, 2022, most provincially regulated Ontario employees should have their employer’s electronic monitoring policy in hand (or in their inbox). If your organization has not prepared and distributed this policy, it is time to do so.
In April 2022, Ontario made changes to the Employment Standards Act, 2000 (ESA) requiring designated employers to adopt a workplace “electronic monitoring policy.” An employer must adopt this policy if:
Employers who had 25 or more employees as of January 1, 2022, were required to have the policy in place by October 11, 2022, and provide it to employees by November 10, 2022.
In future, if an employer has 25 employees or more for the first time on January 1 of a given year its policy must be in place as of March 1 that year.
The requirements for an electronic monitoring policy are limited to informing employees of how, when and why they are monitored electronically. The policy must be in writing and describe:
If an employer does not conduct electronic monitoring of employees it must still adopt a policy to that effect. An employer may create multiple policies applicable to different employees, either in a single document or in multiple documents.
“Electronic monitoring” includes all forms of monitoring of employees that are done electronically. Examples include:
The scope of the required information in the policy is not limited to monitoring of employer-owned devices or monitoring that occurs while employees are at the workplace. If the employer electronically monitors employees in any way, including on their personal devices, at home or after working hours, details of such monitoring must be captured in the policy.
A written copy of the electronic monitoring policy must be provided to each employee within 30 days of:
The employer may provide employees with a copy of its policy through a printed copy, an email attachment if the employee can print a copy, or a link to the document online if the employee has a reasonable opportunity to access the document and a printer.
An employer is required to retain copies of every written electronic monitoring policy for three years after it ceases to be in effect.
Employees may make a complaint to the director of employment standards if the employer has not provided them with a copy of its electronic monitoring policy by the required deadlines. Unionized employees may grieve a failure to disseminate the policy.
An employer may be ordered by an employment standards officer or labour arbitrator to comply by issuing the policy.
The ESA amendments specifically state that the requirement for an electronic monitoring policy does not affect or limit an employer’s ability to use information obtained through electronic monitoring of its employees. The policy requirement does not create new privacy rights for employees beyond the requirement to inform employees of the nature and extent of electronic monitoring.
However, unreasonable electronic monitoring of employees may still trigger liabilities outside of the ESA.
Publication
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Publication
Le budget 2024 propose d’élargir la portée de certains pouvoirs permettant à l’ARC de demander des renseignements aux contribuables tout en prévoyant de nouvelles conséquences pour les contribuables contrevenants.
Publication
L'impôt minimum de remplacement (IMR) est un impôt sur le revenu additionnel prévu dans la Loi de l’impôt sur le revenu (Canada) (la « Loi ») auquel sont assujettis les particuliers et certaines fiducies qui pourraient autrement avoir recours à certaines déductions et exemptions et à certains crédits pour réduire leur impôt sur le revenu fédéral canadien régulier.
Abonnez-vous et restez à l’affût des nouvelles juridiques, informations et événements les plus récents...
© Norton Rose Fulbright LLP 2023