Employment Law Assistance:

Question:What Ontario employment rights and duties should I know if my employer changes my compensation or position?

Answer:In Ontario, employment rights and duties around compensation or role changes often involve your employment agreement, common law and employment standards protections under Employment Standards Act, 2000, 2000, S.O. 2000, c. 41, and may also raise issues under the Human Rights Code, R.S.O. 1990, c. H.19 if the change is connected to a protected ground.   A sudden or significant downgrade can be argued as constructive dismissal or an unlawful modification, so Denali Paralegal can review what changed, your dates, and any written notice you received, then help you understand options to negotiate, document, or pursue a claim in a timely way.   For a practical next step, call (877) 414-4377 to discuss your situation with a family law services provider paralegal serving clients across Ontario.

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Understanding Rights and Duties Within Employment Relations

The various disputes and lawsuits that may arise from employment relationships are more and more frequent in the world today as long gone are the days of substantial loyalties between employer and employee whereas times have changed since days when a boss would be a dinner guest or a gold watch was given to a thirty (30) year employee.

Note: For immediate help, please contact Denali Paralegal by phone at: (877) 414-4377 to retain services or to discuss any specific questions that you may have.

What Is Employment Law

Employment law applies to employment relationships without unionization as opposed to circumstances where an employment relationship involves unionization as is subject to labour law.

Generally, principles within the employment law realm will favour and benefit an employee rather than employer.  The laws general favouring of employees arises from the view that employees are more vulnerable throughout the employment relationship, including when seeking work, when negotiating raises, when subjected to discipline, and when terminated.  Essentially, the law presumes that employers possess a greater level of legal sophistication, a stronger bargaining position, and a greater financial capacity to participate within legal disputes.  Accordingly, the law provides various protections that attempt to balance the playing field to the benefit of employees.

Employment law involves both statute law, being the law established by government legislation as well as common law, being the law established by judicial precedent decisions.  The laws applicable to an employment relationship are many and include, among others:

• The Employment Standards Act, 2000, S.O. 2000, Chapter 41;
• The Human Rights Code, R.S.O. 1990, c. H.19;
• The Occupational Health and Safety Act, R.S.O. 1990, c. O.1;
• The Pay Equity Act, R.S.O. 1990, c. P.7;
• The Workplace Safety and Insurance Act, 1997, S.O. 1997, Chapter 16, Schedule A; and
• The tens of thousands of previous case decisions that constitute as the common law.

Representation

Help may be available to either employers or employees on a variety of issues and arising from a broad spectrum of employment environments including industrial, construction, professional, administrative, health care, retail, among other sectors.