Welcome to 2022
Hope everybody had a safe and happy holiday, welcome to 2022!
Over the past several weeks, while we have been busy celebrating our holidays, spending time with our families, and eating (too much), there have been some important legislative changes and other government announcements that businesses should be aware of. Good thing we at Peak Performance HR have been paying attention!
Increase to Minimum Wage – As of January 1, 2022, the general minimum wage for workers has increased to $15.00 per hour (a raise from $14.35). working-for-workers-by-increasing-minimum-wage-to-15-an-hour
Workplace Vaccination Policies – Many employers have already begun developing and introducing workplace vaccination policies in order to safely facilitate the return of employees back to their physical office space. However, the recent and rapid rollout of booster shots may lead to a change in Health Canada definition of “fully vaccinated,” in which case employers may need to revise their vaccination policies and processes accordingly.
Temporary Return to a Modified Step Two of the Roadmap to Re-Open – The Ontario government announced yesterday that they are re-introducing temporary measures intended to slow the spread and curb transmission of the highly contagious Omicron variant and prevent hospitals from becoming overwhelmed. Effectively January 5th until at least January 26, 2022 (21 days minimum, subject to trends/changes in public health and health system indicators) the government is “requiring businesses and organizations to ensure that employees work remotely unless the nature of their work requires them to be on-site”. Return to Modified Step Two
Mandatory Right To Disconnect Policies – On December 2, 2021, Bill 27, Working for Workers’ Act officially became law in Ontario. This new legislation requires employers with 25 or more employees to have a written policy in place for all employees with respect to disconnecting from work. “Disconnecting from work” is defined as not engaging in a range of work-related communications so as to be free from the performance of work”. Employers have until June 2, 2022, to determine whether they employ 25 employees or more (as of January 1, 2022), and prepare and roll out their written policy.
Prohibition of Non-Competition Agreement – The Employment Standards Act, 2000 (“ESA”) now includes a prohibition on non-competition clauses which forbids employers from having employees enter into contracts that include a non-competition clause (as well as standalone non-competition agreements). Based on this update, it is recommended that employers remove non-competition clauses from any existing employment agreement templates/contracts on a go-forward basis. However, there are exceptions mentioned in the Act, including a limited exception for executive employees, who are defined as “any person who holds the office of chief executive officer, president, chief administrative officer, chief operating officer, chief financial officer, chief information officer, chief legal officer, chief human resources officer or chief corporate development officer, or holds any other chief executive position.”
Infectious Disease Emergency Leave Extended –
Expansion of Local Lockdown Program –
Canadian Experience Requirement To be Removed –
Canadian work experience requirements for professional registration and licensing be eliminated unless an exemption is granted based on a demonstrated public health and safety risk.
With so many changes and regular updates, it is certainly understandable how it can be overwhelming for small and mid-sized businesses to keep up! That is why our team of Strategic HR Consultants are here to help.
Please contact us for a complimentary consultation, we will help you to better understand any gaps in your business’ compliance or HR programs and procedures and how we can support you going forward. Our flexible, fractional human resources services are cost-effective and we will customize a solution that works for your business.