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.
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.
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.
Booster shot accessibility is on the rise – not just in Canada but globally, too. Recently, in the United Kingdom, booster shots (or third doses) have become available to the general public for those 50 years of age or older.
The BC government has recently enacted amendments to the Employment Standards Act, which provide employees with three additional types of paid leave.
Vaccination efforts across the country have ramped up significantly. A number of provinces have recently amended existing legislation to allow employees paid time off to receive their COVID-19 vaccine. We provide you with a brief summary of these legislative amendments.
The Government of Alberta introduced Bill 71, Employment Standards (COVID-19 Vaccination Leave) Amendment Act on April 21.
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