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1 week ago | 
hrreporter.com | Jeffrey R. Smith
An British Columbia arbitrator has upheld the firing of a worker who knowingly submitted a falsified receipt for reimbursement and subsequently provided misleading information during the employer's investigation.
“It's very rare where one offense will be enough to amount to common-law just cause or similiar discipline under a collective agreement,” says Melanie Samuels, chair of the Employment and Labour Group at Singleton Reynolds in Vancouver.
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1 week ago | 
hrreporter.com | Jeffrey R. Smith
“When you’re going to terminate someone, you have to legitimately think through the termination, because perspective is really important.”
So says employment lawyer Natasha Atyeo of Grosman Gale Fletcher Hopkins LLP in Toronto, after an Ontario employer successfully defended itself against a worker’s complaint that her firing during her probationary period was a reprisal for raising workplace safety concerns.
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1 week ago | 
hrreporter.com | Jeffrey R. Smith
Mississauga, Ontario | (1,950 police officers) and Peel Regional Police Association By Jun 18, 2025 Renewal agreement: January 1, 2025 to December 31, 2029.
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1 week ago | 
hrreporter.com | Jeffrey R. Smith
Guelph, Ont. | (173 food service employees) and The University of Guelph Food Service Employees Association, Unit 1 By Jun 18, 2025 Renewal agreement: May 1, 2024 to April 30, 2027.
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1 week ago | 
hrreporter.com | Jeffrey R. Smith
Misunderstanding of last incident of alleged discrimination not a good-faith reason for delay By Jun 18, 2025 The Ontario Human Rights Tribunal has dismissed a worker’s discrimination complaint that was filed one day beyond the statutory deadline of one year after the actual last incident of discrimination.
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1 week ago | 
hrreporter.com | Jeffrey R. Smith
A railway worker’s multiple errors contributing to a track collision warranted discharge from his employment, according to an arbitrator from the Canadian Railway Office of Arbitration and Dispute Resolution.
The worker was a Group 2 Machine Operator based in Winnipeg since 2013. It was a safety-sensitive position, as his duties included operating heavy machinery on railway tracks requiring specific qualifications.
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1 week ago | 
hrreporter.com | Jeffrey R. Smith
A company owned and operated by a worker that contracted trucking delivery services for 14 years was a dependent contractor entitled to 10 months’ notice of termination of the contract, a British Columbia court has ruled.
The classification of dependent contractor is between the traditional employee and independent contractor identifications, says Trevor Thomas, partner and co-founder of Ascent Employment Law in Vancouver.
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2 weeks ago | 
hrreporter.com | Jeffrey R. Smith
Panel at HR Futurefest discussed how HR can get involved with executive-level decision-making By Jun 12, 2025 The HR function is evolving from a reactive function removed from high-level decision-making into a more proactive role in the business outcomes of organizations.
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2 weeks ago | 
hrreporter.com | Jeffrey R. Smith
Renewal agreement: April 1, 2024 to March 31, 2026.
Wage adjustments:
2024: 4.7%
2025: 4.5%
Shift premium: $0.60 per hour for any hours worked between 3 p.m. and 11 p.m., between 11 p.m. and 7 a.m., and between 7 a.m. Saturday to 11 p.m. Sunday. Not applicable to overtime hours.
Paid holidays: 15 days including 4 floater days for full-time employees, 9 days for part-time employees.
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2 weeks ago | 
hrreporter.com | Jeffrey R. Smith
Renewal agreement: January 1, 2025 to December 31, 2027.
Wage adjustments:
2025: 9.9%
2026: 2.5%
2027: 2.4%
Paid holidays: 13 days.
Vacations with pay: 1 week to start, 2 weeks after 1 year, 3 weeks after 5 years, 4 weeks after 15 years, 5 weeks after 25 years.
Overtime: Time-and-a-half for all hours worked in excess of 8 per day or 40 per week, and all hours worked on a Saturday or a statutory public holiday. Double time for all hours worked on a Sunday or on a floater day.
