As the modern workplace is increasingly digitized, technology plays a pivotal role in operations across many industries. While this has led to increased efficiency, it has also raised significant concerns about employee privacy. Balancing the need for productivity and security with respect for individual rights is a delicate task for Ontario employers. However, Ontario’s employment laws offer a robust framework to protect workers’ rights and ensure fair workplaces across the province. As such, employees and employers must navigate their employment relationship effectively under these rights and obligations.

This blog post provides an overview of crucial employee rights in Ontario, focusing on areas such as wages, hours of work, leaves of absence, and workplace safety. It highlights what employers should know about their employees’ rights and provides practical tips for employers to help them navigate these rights while managing the workplace.

Employee Privacy in the Workplace

Individuals have a right to privacy in the workplace, which includes:

• A reasonable expectation of privacy extending to personal belongings, communications, and personal information;
• The right to access personal information held by the employer and request corrections if necessary;
• Limited use of personal information; and
• Protection against disclosure of personal information.

The right to privacy extends even when an employee is on their employer’s premises and/or using their employer’s equipment. However, this right must be balanced against an employer’s need to know certain information about their employees for matters such as payroll, staffing and ensuring employee performance. As such, employers should be mindful of relevant privacy laws and obligations that apply to employee personal information. Unionized employees may also agree to certain provisions pertaining to workplace privacy policies and practices within their collective agreement.

Understanding the Legal Framework

Various federal and provincial laws govern employee privacy rights in the workplace:

Personal Information Protection and Electronic Documents Act

Personal Information Protection And Electronic Documents Act (PIPEDA) is a federal law that governs the collection, use, and disclosure of personal information by private sector organizations, which includes many employers across Ontario. While the Personal Information Protection And Electronic Documents Act primarily applies to federally regulated industries, Ontario workplaces may be influenced by similar privacy policies and workplace practices.

Freedom of Information and Protection of Privacy Act

Ontario’s Freedom Of Information And Protection Of Privacy Act (FIPPA) is a provincial law that governs the privacy rights of public sector employees and the access to information held by public institutions. This law offers protection for personal information that is held by government agencies and organizations.

Occupational Health And Safety Act

The provincial Occupational Health And Safety Act (OHSA) sets out various health and safety standards for the workplace. This legislation also requires employers to take reasonable steps to protect their employees’ privacy, particularly when sensitive health information is involved. Furthermore, under this legislation, employees may report health and safety concerns in the workplace to their employer without fear of reprisal.

Ontario Human Rights Code

The Ontario Human Rights Code is a law that prohibits discrimination and harassment in the workplace on the basis of various enumerated grounds, including race, sexual orientation, gender, age and disability. Thus, employers must respect each employee’s privacy in these areas, and employees have the right not to be subjected to harassment or discrimination in the workplace based on these grounds.

Collective Agreements

Unionized employees may also be subject to additional protections under a collective agreement negotiated by their union. These agreements may contain provisions related to employee privacy, such as drug testing policies or surveillance restrictions, that employers must adhere to.

Common Workplace Privacy Issues

Several types of workplace privacy issues may arise, such as:

• Electronic Monitoring: With the increase in the use of technology in the workplace, employers may be tempted to monitor employee emails, internet usage, phone calls, or computer activity. While monitoring may be justified in certain circumstances, it must be done with clear policies, reasonable expectations, and respect for employee privacy.
• Workplace Surveillance: Many employers utilize video surveillance in the workplace. While often necessary for security purposes, such surveillance measures must be implemented in accordance with the applicable laws with clear guidelines and limitations. Employees should also be informed about what type of surveillance will be conducted and what the purpose of such surveillance is. It also should not infringe on an employee’s reasonable expectation of privacy.
• Drug and Alcohol Testing: Employers may conduct employee drug and alcohol testing in specific circumstances, such as safety-sensitive positions or in particular industries. However, the employer must ensure they have reasonable grounds to conduct such testing and follow proper procedures during the testing process.
• Personal Information Collection: Employers may collect personal information for various reasons, such as payroll, employee benefits, and performance management tracking. However, such personal information must be obtained correctly, handled securely and in compliance with privacy laws.

Potential Consequences of Privacy Infringement

If an employer fails to respect an employee’s privacy, they may face serious legal repercussions, such as:

• Privacy breaches resulting in fines and reputational damage;
• Employment standards violations and related claims under the Employment Standards Act;
• Complaints under the Human Rights Code; or
• Common law claims pursued by employees for invasion of privacy or breach of confidence.

By understanding the legal framework and implementing appropriate policies, employers can balance the need for productivity and security with respect for employee privacy.

Mitigating Privacy Issues in the Workplace

Employers must tread carefully to avoid infringing on employee privacy rights. However, by taking certain steps and precautions, employers can mitigate employee privacy issues in the workplace. Some helpful tips for employers to consider when addressing employee privacy matters include:

• Developing clear and comprehensive workplace policies regarding the organization’s stance on privacy, electronic monitoring, and data collection;
• Obtaining explicit consent from employees pertaining to the collection, use, or disclosure of personal information;
• Limiting the collection of personal information and only collecting such information when it is necessary for business operations;
• Implementing various security measures that aim to protect employee data from unauthorized access, use, or disclosure;
• Providing employees with training and education about privacy rights and responsibilities in the workplace; and
• Conducting regular reviews of privacy policies and practices to ensure that ongoing legal compliance is maintained.

Contact Willis Business Law for Comprehensive Legal Advice on Employment Law Matters

The team of experienced employment law lawyers at Willis Business Law regularly help employers navigate a variety of employment-related issues, including wrongful dismissal claims, defending against occupational health and safety charges, and drafting workplace policies. We provide comprehensive legal advice and guidance to private and public sector institutional clients across Windsor-Essex County.

Willis Business Law is located in the heart of Windsor’s financial district and represents clients through Windsor-Essex County and the surrounding regions. To arrange a confidential consultation with one of our employment lawyers, call us at 519-945-5470 or reach out online.

Ontario’s proposed Bill 149 (the “Working for Workers Four Act, 2024”) received royal assent on March 21, 2024. This legislation imposes various new requirements on Ontario employers regarding pay transparency, the use of artificial intelligence (AI) in job postings, and job requirements, among other things.

This blog provides a high-level overview of the updates introduced by Bill 149, along with the corresponding effective dates. It will also provide insight into how the changes introduced under Bill 149 will impact existing employment-related legislation.

Bill 149: Amendments to the Employment Standards Act

As of March 21, 2024, some legislative amendments introduced under Bill 149 have been implemented. Specifically, Bill 149 has already amended the Employment Standards Act in the following ways:

• Trial Periods: Unpaid trial shifts are banned, and work that an individual performs during a trial period will now be considered “training” and must be paid, and the individual is considered an employee under the legislation; and
• Wage Deductions: Employers are prohibited from making deductions from an employee’s wages due to loss of property or a cash shortage, which includes situations where a customer leaves a business without paying for goods or services sought or received, such as food or gas.

Changes in Effect as of June 21, 2024

As of June 21, 2024, the following amendments to the Employment Standards Act will be effective:

• Vacation Pay: Vacation pay arrangements must be made between the employee and employer, and the terms of such arrangement must be outlined in an agreement. Vacation pay must be paid out in accordance with the timing outlined in the agreement.
• Tips: Employers who opt to pay their employees’ tips and gratuities by cheque or cash must give these to the employee at their workplace or some other place that is agreeable to the employee. Further, the employer must post any tip sharing or “tip pool” policy in the workplace, and a copy of this policy must be retained for three years.

Additional Updates to be Named by Proclamation

In addition to the above-noted amendments, there are further changes which will be implemented under Bill 149; however, the date on which these requirements will come into effect is not yet known:

• The Use of Artificial Intelligence (AI): In publicly advertised job postings, employers must include a statement regarding their use of AI in screening, assessing, or selecting applicants.
• Canadian Work Experience: Employers will be prohibited from including Canadian work experience requirements in their publicly advertised job postings.
• Pay Transparency: Employers must include the expected compensation, or range of expected compensation, for any position in a publicly advertised job posting.
• Retention of Job Postings: Employers must retain copies of every publicly posted job advertisement for three years after the posting is taken down.

Additional Legislative Amendments to Be Implemented Under Bill 149

Beyond the Employment Standards Act, Bill 149 contains updates that will impact other Ontario statutes. Some of these critical changes are summarized below:

Digital Platform Workers’ Rights Act, 2022

On a future date to be proclaimed, Bill 149 will amend the Digital Platform Workers’ Rights Act to allow limits to be imposed on the length of a recurring pay period. Further, regulations will be enacted to prescribe rules to determine compliance with upcoming minimum wage requirements.

Workplace Safety and Insurance Act, 1997

On a date to be proclaimed, once the minimum wage provisions of the Digital Platform Workers’ Rights Act come into force, the Workplace Safety and Insurance Act will be amended to provide that firefighters and fire investigators who have been diagnosed with primary-site esophageal cancer will presumptively be entitled to Workplace Safety and Insurance Board benefits after 15 years of employment. This amendment reflects a 10-year reduction from the previous 25 years of employment requirement.

Fair Access to Regulated Professions and Compulsory Trades Act, 2006

On a future date to be proclaimed, Bill 149 will amend the Fair Access to Regulated Professions and Compulsory Trades Act to require certain prescribed requirements to be met to ensure a regulated profession addresses a candidate’s qualifications in a transparent, objective, impartial and fair manner. These requirements will also apply to a third party who conducts such assessments.

Final Thoughts on the Implementation of Bill 149 in Ontario

Given the upcoming changes introduced by Bill 149, Ontario employers should take this time to review their current policies, practices and contracts and update them, as needed, to ensure continued compliance with these new requirements. Employers should also familiarize themselves with the respective effective dates and ensure they act in accordance with the latest legislative requirements.

By taking proactive steps to prepare for future amendments and working with an experienced employment lawyer, employers can mitigate their risk and feel confident in knowing that their revised policies, procedures, and agreements are drafted in accordance with the applicable laws. Willis Business Law will continue to monitor and provide updates on the impact of these legislative amendments.

Contact the Windsor Employment Lawyers at Willis Business Law for Advice on Workplace Policies and Compliance Matters

At Willis Business Law, our talented team of experienced labour and employment law lawyers frequently work with private and public sector employers, advising on workplace policy drafting, contract negotiation, and termination matters. Our employment law team remains up-to-date on the ever-changing legislative landscape governing workplaces across Ontario to ensure our clients understand their obligations and rights as employers.

Located in downtown Windsor, Willis Business Law proudly represents clients across Windsor-Essex. To speak with a member of our team or to schedule a confidential consultation regarding your labour or employment law matter, contact us online or call us at 519-945-5470.

Across the country, employers are expected to facilitate inclusive, diverse and accessible workplaces so employees of all abilities can thrive. Central to this endeavour is the duty to accommodate employees with disabilities, ensuring they have equal opportunities for success regardless of their restrictions or limitations. However, navigating the complexities of disability accommodation requests can pose unique challenges for employers. From understanding legal obligations to fostering a culture of inclusion, there are various factors to consider.

This blog will examine the legal framework surrounding disability accommodation in Ontario and explore practical strategies to help employers fulfill their duty to accommodate effectively.

Understanding an Employer’s Duty to Accommodate

Under Ontario’s Human Rights Code, employers have a legal duty to accommodate the needs of their employees with disabilities, even if not explicitly requested by an employee. Under this duty, employers must procedurally assess the requested accommodation as well as the actual substance of the accommodation.

However, the duty to accommodate is not absolute. An employer is only required to accommodate an employee to the point of undue hardship. In other words, an employer is not required to provide an employee with an accommodation if it would incur onerous costs, health or safety risks, or result in excessive or undue difficulty.

Navigating Accommodation Requests

The accommodation process is generally a collaborative process in which the employee and the employer must cooperate, share information, and work together to identify possible accommodation solutions. Both employers and employees need to understand that the accommodation process is a two-way street, and they have a responsibility to work together to develop an accommodation plan that meets the needs of both parties.

Employers must generally accept an employee’s accommodation request in good faith and maintain employee confidentiality and privacy throughout the process. Employers are responsible for actively investigating potential accommodation solutions and engaging in regular communication with the employee regarding their requests. During discussions with the employer, the employer must keep comprehensive records of the request and any actions that have been taken. Once the parties have determined the most appropriate accommodations, the employer must implement such accommodations promptly.

It is essential to note an employee is not automatically entitled to their preferred accommodation. However, they are entitled to the most reasonable and dignified accommodation short of undue hardship to the employer.

What Is Required in the Accommodation Process?

According to the Ontario Human Rights Commission, an employee making an accommodation request must make their needs known to their employer, typically in writing, and an employer has the responsibility to inquire about accommodations that may be required. The employee must actively participate in discussions about accommodations and provide details regarding their limitations and restrictions in the workplace. The employee must also work with accommodation providers or experts to help facilitate the accommodation process.

Employers are prohibited from taking negative action against an employee who has sought an accommodation or has disclosed a disability, as this may result in being found liable for discrimination under the Human Rights Code. Therefore, it is important to seek proactive legal advice to ensure that any disciplinary action taken against an employee is not tainted by bias.

What Information Can Be Requested?

It is vital for employers to be aware that under human rights legislation, the information requested from the employee to aid the accommodation request must be as minimally intrusive as possible. To meet the duty to accommodate, an employer can request particulars from the employee regarding their medical condition to understand:

• Whether the employee has a disability;
• How the disability affects and restricts the employee’s ability to work; and
• What possible accommodation solutions will be appropriate and adequate in light of the employee’s restrictions.

In some cases, a diagnosis request may be sought to clarify the initial information provided. For example, this may be required if the information provided does not demonstrate that the employee has a disability or does not set out the type of accommodations that may be required. On the other hand, the “nature” of the employee’s condition can always be requested.

Common Examples of Workplace Accommodations

Employers must foster an inclusive and diverse workplace for all employees. As such, employers may be asked to accommodate physical, mental, and developmental disabilities, injuries, and chronic medical conditions. At a high level, there are four categories of workplace accommodations, specifically:

• Environmental supports;
• Visual supports;
• Language and communication supports; and
• Structural or physical supports.

Regarding specific accommodations, some requests may be satisfied with relatively straightforward modifications, while others might require more substantial changes. Some common examples of workplace accommodations are outlined in further detail below:

• Providing flexible or modified work schedules, including remote work when available, to allow employees to adjust their working hours to meet their medical needs, such as attending appointments or treatment.
• Physical adjustments to a workplace or office to ensure the employee can access their workspace comfortably, which may include a wheelchair ramp, ergonomic furniture, or other structural modifications.
• Offering assistive technology, such as voice-to-text or speech recognition, or providing materials in an alternative and accessible format, such as larger text sizes or incorporation of photos.
• Modifying work tasks or responsibilities depending on the specific needs of the employee.

Developing and Implementing Inclusive Workplace Policies

Employers should ensure they have a comprehensive human rights, accessibility and accommodations workplace policy. The policy should address various human rights and accommodations requirements set out by human rights legislation, including:

• The purpose of the policy;
• The scope of the policy’s application,
• Who is responsible for administering the policy; and
• The requisite procedures to be followed when addressing matters involving workplace accommodations and human rights concerns.

Employers must communicate the policy particulars to all employees and ensure they can access it.

Key Takeaways for Employers Regarding Accommodation Requests

Employers must be aware of their obligation to identify and address their employees’ accommodation needs to the point of undue hardship. It is also important to ensure the workplace has a sound human rights policy outlining an accommodation request process. However, obtaining legal advice before taking specific actions or disciplinary action against an employee who has disclosed a disability can help ensure that the employer’s duties and obligations are met and risks are mitigated.

Contact the Lawyers at Willis Business Law in Windsor-Essex for Comprehensive Advice on Workplace Accommodations and Human Rights Matters

At Willis Business Law, our skilled labour and employment lawyers understand the nuances associated with workplace matters, including disability accommodation requests, workplace policies, and wrongful dismissal claims. We know that every employee and accommodation request is unique, so we work closely with our clients to ensure that they understand their obligations and options regarding workplace issues. Whether you require assistance drafting workplace policies or are facing claims of discrimination, our lawyers can help you resolve your matter and move forward. To speak with a member of our team regarding your workplace matter, reach out to us online or call us at 519-945-5470.

Ontario’s Bill 79, the Working for Workers Act, 2023 received Royal Assent on October 26, 2023. Since becoming law, new obligations have been imposed on employers throughout the province, while employees’ rights have been expanded.

This blog will provide a high-level overview of these rights and obligations introduced by the Working for Workers Act, 2023 as it has amended the Employment Standards Act, the Occupational Health and Safety Act, and the Fair Access to Regulated Professions and Compulsory Trades Act, among other pieces of provincial legislation. Employers must be aware of these new requirements and ensure that they are compliant with the new legislation.

Amended Legislation Imposes New Obligations and Increased Fines Against Employers

The Working for Workers Act, 2023 has amended several critical areas for employees and employers across Ontario. It also highlights additional initiatives impacting much of the province’s workforce. Some of these vital points are outlined in further detail below.

Occupational Health and Safety Act (OHSA) Offences

Under the Working for Workers Act, 2023, corporations convicted of an offence under the Occupational Health and Safety Act will see an increase in maximum fines from $1,500,000 to $2,000,000. However, it is essential to note that corporations alleged to have committed a violation before October 26, 2023 will not be subject to this increased penalty. This increase comes after a recent maximum fine increase in 2022, which saw the maximum fine for individual corporate officers and directors increase from $500,000 to $1,500,000.

Group Terminations

The new legislation has amended the Employment Standards Act by expanding the definition of an “establishment” of employment to include employees who work from their private residence (also known as “fully remote employees”). This provides fully remote employees with the same entitlements and protections as employees who work at an employer’s physical location.

As such, fully remote employees are now entitled to the same notice requirements or pay in lieu of notice in cases of mass terminations. Now, when an employee terminates a group of employees within a four-week period, the employer is obligated to provide:

• 8 weeks of termination notice if 50-199 employees are terminated, regardless of the individual employee’s length of service with the employer,
• 12 weeks of termination notice if 200-499 employees are terminated, or
• 16 weeks of notice if 500 or more employees are terminated.

Military Reservist Leave

Previously, military reservists were only permitted to take reservist leave after three consecutive months of employment. Under the new law, military reservists will be granted entitlement to reservist leave (to participate in military skills training or deployment) after two consecutive months of employment. In emergency operations, reservist leave may be granted at any time.

Further, military reservists will be entitled to take leave from work if they are in recovery, treatment, or rehabilitation to recover from mental or physical injuries resulting from their participation in reservist activities.

Protection for Temporary Foreign Workers

The Working for Workers’ Act, 2023 will strengthen protections for temporary foreign workers by increasing fines against employers or other entities convicted of withholding a foreign national’s work permit or passport. The new law has established Canada’s highest maximum fines for those convicted of these offences.

Removing Barriers for Internationally Trained Professionals

The Working for Workers’ Act, 2023 has also amended the Fair Access to Regulated Professions and Compulsory Trades Act to remove employment and qualification barriers for internationally trained professionals looking to enter the Ontario workforce. This amendment imposes an obligation on regulated professions to consult with the government to ensure an adequate number of skilled, competent and qualified regulated professionals working in Ontario as a matter of public interest. Regulated professions are now required to accept “alternative to Canadian experience” when considering an applicant’s registration.

Additional Proposed Amendments in the Working for Workers Four Act, 2023

Additional employment laws were introduced in the Legislative Assembly of Ontario through Bill 149, the Working for Workers Four Act, 2023, on November 14, 2023. These proposed changes include:

• Requiring employers to disclose salary ranges in job postings and banning employers from requiring “Canadian work experience” in job postings;
• Prohibiting employers from conducting unpaid “trial shifts” for new restaurant and hospitality workers, barring employers from reducing employee wages for dining and dashing or other stolen property; and
• Enabling “super indexing” increases to Workplace Safety and Insurance Board benefits beyond annual inflation rates.

Willis Business Law: Providing Trusted Guidance on Employment Law Changes to Windsor-Essex Employers

At Willis Business Law, our labour and employment law lawyers help employers navigate the ever-changing landscape of federal and provincial workplace laws. By helping you understand your obligations as an employer and updating workplace policies, our employment law team can help you mitigate compliance risk and future disputes. We also help employers assess existing workplace health and safety procedures to minimize the risk of workplace incidents and claims. In the event of a dispute, we represent employers and ensure their rights are protected throughout the dispute resolution process and litigation when necessary.

Located in downtown Windsor, Willis Business Law works with clients in Windsor-Essex County and the surrounding regions. To learn more about how we can help you, reach out to us online or call us at 519-945-5470 to schedule an initial consultation with a member of our employment law team.

Family status is a prohibited ground of discrimination in the workplace in human rights legislation, not only in Ontario but across Canada. However, the test for finding such discrimination may vary depending on the jurisdiction in which the alleged discrimination occurred and whether the employer is federally or provincially regulated. An applicant must point to some evidence “beyond mere speculation and accusations” to show that a respondent’s conduct has been contrary to the enumerated grounds in the Human Rights Code.

To minimize the chances of future disputes and allegations of workplace discrimination or constructive dismissal, employers need to maintain open lines of communication with employees, particularly when changes are made to their employment terms. A recent decision from the Human Rights Tribunal of Ontario shows how the Tribunal addressed an application alleging discrimination due to family status.

Application Filed with Human Rights Tribunal Alleging Discrimination Based on Family Status

In Hunter v. HMKRO (Ministry of the Attorney General), the applicant filed an application on April 19, 2018. The application alleged discrimination by the respondent concerning his employment based on family status, contrary to the Human Rights Code.

On March 8, 2023, the Human Rights Tribunal of Ontario (the “Tribunal”) directed that a summary hearing be held to determine whether the application should be dismissed. This direction came from a Case Assessment Direction, which suggested there may be no reasonable prospect that the application would succeed according to Rule 19A of the Tribunal’s Rules of Procedures.

Matter Proceeds to Summary Hearing to Test Discrimination Allegations

Under the Tribunal’s Rules of Procedure, the purpose of a summary hearing is to assess whether an application should be dismissed, either in part or in whole, on the basis that there is no reasonable prospect that it will succeed. This is particularly important if an application concerns issues of fairness related to the Human Rights Code, as the Tribunal cannot address these allegations.

At this stage, it was left to the Tribunal to simply determine whether the application has “no reasonable prospect of success” and not to assess whether “the applicant is telling the truth or assessing the impact of the treatment he experienced.” Instead, the test “of no reasonable prospect of success” is determined by “assuming the applicant’s version of events is true unless there is some clear evidence to the contrary or the evidence is not disputed by the applicant.”

Further, the Tribunal noted that “accepting the facts alleged by the applicant does not include accepting the applicant’s assumptions about why he was treated unfairly.” Instead, a summary hearing aims to consider whether the applicant can provide evidence to support his claim that he has been discriminated against, contrary to the Human Rights Code. In the matter of Forde v. Elementary Teachers’ Federation of Ontario, the Tribunal explained that an application may continue following a summary hearing if it is found that there is a “basis beyond mere speculation and accusations to believe that an applicant could show a breach” of the Human Rights Code.

Allegations Based on Denial of Request for Accommodations at Workplace

The application arose following an incident of late arrival at work. The applicant was employed as a court reporter and, in his role, was required to arrive at the courtroom 30 minutes before the scheduled proceeding to ensure that the equipment is correctly set up. Generally, the courthouse reporters are scheduled for 8:30 a.m., 9:00 a.m. or 9:30 a.m. for court proceedings that start 30 minutes later.

In his application, the applicant stated that he had an informal arrangement with his employer to start work at 9:30 a.m. as he was required to drop his children off at school at 9:20 a.m. He claimed that management asked questions about this arrangement in or about September or October 2017 and directed him to submit a formal accommodation request. However, this formal request was denied in February 2018, and the applicant alleged he was told that he would be scheduled for shifts beginning at 9:30 a.m. for four weeks so that he could make alternative arrangements for school drop-off. However, he was not going to be guaranteed 9:30 a.m. shifts beyond that time.

Scheduling Changes Leads to Allegations of Constructive Dismissal

The applicant alleged that he was scheduled for a shift beginning at 9:00 a.m. on March 14, 2018. However, he did not report to work. Again, on March 29, 2018, he reported late and didn’t work that day. The applicant alleged the employer intended to constructively dismiss him by getting him to either accept the changes to his work schedule or leave his employment (which he did on March 29, 2018).

The applicant disagreed with the treatment by his employer. However, the Tribunal noted that the applicant “could not point to any evidence to make the connection between the alleged lack of support and the loss of employment with the respondent and his Code-enumerated ground.”

Tribunal Does Not Have Jurisdiction Over Allegations of General Unfairness

For an application to fall within the Tribunal’s jurisdiction, it must:

… “provide some factual basis beyond a bald assertion which links their ground(s) to the respondent’s actions and explains why they think that these actions are discriminatory in nature.”

The Tribunal ultimately dismissed the application after finding that it had no reasonable prospect of success. The Tribunal explained that even if all the alleged facts were accepted as true, the applicant failed to provide evidence beyond his own suspicions that he was differentiated by the respondent based on Human Rights Code grounds.

The Employment and Labour Lawyers at Willis Business Law Represent Employers in Workplace Disputes

The skilled employment lawyers at Willis Business Law, led by J.P. Karam, understand the importance of implementing proper workplace policies and ensuring compliance with both provincial and federal legislation, including the Human Rights Code. However, when issues arise relating to workplace health and safety and discrimination, it is vital for employers to understand the process once a complaint has been made. At Willis Business Law, our employment and labour lawyers help clients prepare proactively to avoid future incidents and disputes. In cases where an issue proceeds to litigation, our team is ready to protect your interests and advise you of your options to obtain the best possible result.

Willis Business Law is conveniently located in Windsor’s financial district. Our firm proudly represents clients throughout Windsor-Essex and the surrounding areas. To schedule a consultation with a member of our team regarding claims of workplace discrimination or occupational health and safety concerns, contact us online or call us at 519-945-5470.