As of March 1, 2022, several COVID-19 public health measures in Ontario were lifted, including the vaccination passport system that applied to indoor public settings such as restaurants and cinemas.
In recent months, Canadian Governments and employers shifted towards the implementation of mandatory vaccination policies in their workplaces (see our previous publication here). As deadlines for compliance lapse, employees may be subject to discipline up to and including termination.
In Hydro One Inc. v Power Workers Union (O’Reilly), an Ontario arbitrator brought welcome clarity to claims for religious exemptions from COVID-related safety rules.
The federal government has announced that it will propose regulations under Part II of the Canada Labour Code (Code) – Occupational Health and Safety – to make vaccination against COVID-19...
On the radar for federally regulated employers in the private sector are a number of hot and important topics.
In Blake v. University Health Network, the Ontario Superior Court of Justice recently discontinued an interim injunction[2] that had been granted to provisionally preserve the employment status of a group of unionized and non-unionized employees who were subject to the potential termination of their employment for failing to comply with the employer’s mandatory COVID-19 vaccination policy.
Until very recently, the courts have not had the opportunity to address various issues raised by mandatory vaccination policies in Quebec, an important topic for many employers.
The first federal decision related to mandatory COVID-19 vaccination policies is out.
Where required to do so, many federally regulated employers in the marine, aviation and rail sectors were required to confirm the implementation of their mandatory vaccination policies to Transport Canada by November 15, 2021. This implementation is part of Transport Canada’s federal vaccine mandate for key federally regulated transportation sectors, save road transportation.
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