Monthly Archives: October 2022

Webinar on the ‘Gig Economy’

October 19, 2022

The ‘gig economy’ refers to a labor market that relies heavily on temporary and part-time positions filled by independent contractors and freelancers rather than on full-time permanent employees.

It has grown from its beginnings with such companies as Uber to have an impact on many industries, particularly after the change in working habits coming out of the COVID-19 pandemic.

I thought you might be interested in viewing a webinar and online discussion I participated in last week exploring the topic.


The webinar was coordinated and hosted by the City of Toronto and the Intergovernmental Committee for Economic and Labour Force Development, (ICE) which facilitates collaboration on economic development and labour force development activities across the three orders of government in Toronto. 

The session begins with a presentation by Deloitte Canada’s Evelyn Paul and Simon Webb, with an overview of their ICE-commissioned research report “The Gig Economy and Its Effects on Racialized and Immigrant Populations in Toronto” .  

I then joined the other panel members in providing insights and perspectives on the gig economy in general and made a short powerpoint presentation. This was followed by questions from the audience. 

The webinar can be viewed through the link below and my presentation, as well as the Deloitte introduction, can be downloaded though these links:

I would like to thank Judy Morgan, Chair of the ICE Committee, for inviting me to the webinar and my fellow panel members for their enlightening data and commentary: 

  • Laura Lam, PhD student at the Centre for Industrial Relations and Human Resources at the University of Toronto and researcher at the Canada Excellence Research Chair (CERC) program in Migration and Integration
  • Jennifer Scott, labour organizer with Gig Workers United and food delivery gig worker. and
  • Tobias Novogrodsky, Director of Business Growth Services in Economic Development and Culture at the City of Toronto, who moderated the discussion.

Please contact me with any questions you may have or for assistance working through your staffing matters.

Update to workplace masking guidance.

October 5, 2022

I know we are all hopeful that the COVID-19 pandemic is behind us.

Unfortunately, public health authorities are virtually unanimous in cautioning that there is still the possibility of a future resurgence in cases this fall or of a new variant of concern.  

They continue to urge that individuals remain up to date with the recommended vaccinations, including booster doses when eligible, and keep up with personal protective habits such as handwashing, wearing high quality and well-fitted masks in poorly ventilated and crowded places, and staying home if they have symptoms. 

For employers, there is the continuing obligation to provide a safe workplace.

The Ontario Ministry of Labour, Immigration, Training and Skills Development has updated its workplace masking guidance to include additional information about mask fit and filtration. 

They have put together a very complete document which offers practical information for employers to help understand what makes masks more effective so you can:

  • make decisions about the use of masks in your workplace
  • develop or update workplace safety plans and related policies and
  • be prepared to respond quickly and minimize disruption from future waves of COVID-19

The document can be found at this link: https://www.ontario.ca/page/using-masks-workplace

I hope you find this information helpful.Please contact me with any questions you may have or for assistance working through your staffing matters.

COVID-19 border and travel restrictions lifted effective October 1, 2022.

October 4, 2022

The Public Health Agency of Canada (PHAC) has announced changes to travel requirements and other matters related to COVID-19 which became effective October 1, 2022.

I have provided a brief summary of the changes below.

Click »» here to read the full government announcement.

Entry to Canada
All travellers, regardless of citizenship, will no longer have to:

  • submit public health information through the ArriveCAN app or website;
  • provide proof of vaccination;
  • undergo pre- or on-arrival testing;
  • carry out COVID-19-related quarantine or isolation;
  • monitor and report if they develop signs or symptoms of COVID-19 upon arriving to Canada.

In addition, air carriers will no longer need to validate if travellers have entered information in ArriveCAN before boarding.

Travel within Canada
Transport Canada is removing existing travel requirements. Travellers will no longer be required to:

  • undergo health checks for travel on air and rail; or
  • wear masks on planes and trains.

Travellers must follow any provincial or territorial COVID-19 requirements as applicable.

Cruises
Cruise measures are also being lifted, and travellers will no longer be required to:

  • have pre-board tests;
  • be vaccinated; or 
  • use ArriveCAN. 

A set of guidelines will remain to protect passengers and crew, which will align with the approach used in the United States.

Reminders
Individuals are reminded that they should not travel if they have symptoms of COVID-19. If travellers become sick while travelling, and are still sick when they arrive in Canada, they should inform a flight attendant, cruise staff, or a border services officer upon arrival.

Travellers should make informed decisions when considering travel outside of Canada to protect their health and safety. You are encouraged to review the travel advice at https://travel.gc.ca/travelling/advisories for more information on safe travel.

The PHAC also recommends that before Canadians travel to another country, they receive their primary COVID-19 vaccine series and complete any additional recommended doses at least 14 days before their departure, along with any other vaccines required for their destination.

Although masking requirements have been lifted, the PHAC strongly recommends that “all travellers wear high quality and well-fitted masks during their journeys.”

In an accompanying ‘backgrounder’, the Agency also says:
“The COVID-19 pandemic is not over yet. There is still the possibility of a future resurgence in cases this fall or of a new variant of concern. For this reason, it is important for individuals to remain up to date with the recommended vaccinations, including booster doses when eligible, and to keep up with personal protective habits (e.g., handwashing), wearing high quality and well-fitted masks in poorly ventilated and crowded places, and staying home if they have symptoms.”

I hope you find this information helpful.

Please contact me with any questions you may have or for assistance working through your staffing matters.

Ontario minimum wage increase takes effect October 1

October 3, 2022

On October 1, 2022 the minimum wage for employers in Ontario was raised.  This is consistent with government policy:

“On October 1 of every year starting in 2022, the minimum wage rates may increase annually. The new rates to come into effect on October 1 will be published on or before April 1 of every year, beginning in 2022.”

The table of new minimum wage rates by job category can be found on this page of the government of Ontario website:
https://www.ontario.ca/document/your-guide-employment-standards-act-0/minimum-wage

The page includes a calculation example for the General minimum wage, which is now set at $15.50 per hour and is the rate that applies to most employees. Compliance with the minimum wage requirements is determined on a pay period basis.

Calculation example
One week, Julia works 38 hours. She is paid on a weekly basis. The minimum wage applicable to Julia is $15.50 per hour. Since compliance with the minimum wage requirements is based on pay periods, Julia must be paid at least $589.00 (38 hours × $15.50  per hour = $589.00) in this work week (prior to deductions). (Note that eating periods are not included when counting how many hours an employee works in a week).

Most employees are eligible for minimum wage, whether they are full-time, part-time, casual employees, or are paid an hourly rate, commission, piece rate, flat rate or salary. The page also includes calculation examples for employees who earn commission and other job categories.

For your own calculations you may wish to use the government’s online interactive Employment Standards Self-Service Tool. You can input specifics such as working hours and pay periods and overtime eligibility to check compliance with the minimum wage rules.

Some employees have jobs that are exempt from the minimum wage provisions of the Employment Standards Act. Information on these job categories can be found at Industries and jobs with Employment Standards Act exemptions and/or special rules .

As an aside, all of these web pages are found on the government’s Guide to the Employment Standards Act , which you may find helpful at other times for calculating public holiday pay, termination/severance pay or for general guidance on employer and employee rights and obligations under the ESA.

I hope you find this information helpful.Please contact me with any questions you may have or for assistance working through your staffing matters.