About this time last year I wrote about Bill 148 (Fair Workplaces, Better Jobs Act, 2017) which included huge changes to employment law in Ontario. You can see the post here. Some of the amendments, like the increase to minimum wage and equal pay for equal work on the basis of employment status (i.e. part-time vs full-time), came into force last year. Many of the amendments, such as a further increase in minimum wage and the scheduling requirements, were set to come into force on January 1, 2019. But wait! There have been more significant changes to the employment landscape. Continue reading
Many of you may know that the Employment Standards Act was recently amended to increase the general minimum wage to $14 per hour. This was widely reported in the mainstream media. A number of other important changes received very little attention. Some changes include:
Many high-rise condominiums have superintendents or “supers”. In some condominiums the duties of the super are limited to basic maintenance obligations. In others the super is more like superman, with duties ranging from handyman to complaints investigator.
Sometimes the super isn’t so super. The first step when a relationship isn’t working should be to discuss it with the other party. The same is true for employees. Regular performance evaluations are a good way to do this. The condominium and super can discuss the expectations, the performance, and areas for improvement. The super can raise issues that might be interfering with his performance, like a resident who takes up all of his time. If the super’s performance deteriorates between performance reviews, it might be necessary to have additional meetings, followed up with letters. If the performance of the super does not improve the board should consider disciplinary action. Continue reading