topics regularly covered include: advertising rates* average monthly

Transcription

topics regularly covered include: advertising rates* average monthly
yee
4
Church emplo
employer pg.
loses faith in with church leadership
faced
Jail nurse
risk
abuse, OHSger
from mana
Poor relationshipand safety, harassment
leads to health dismissal
complaints and
2
EXPERT pg.
ASK ANexempt
ion
Medical
shoes
from uniform
Kenny
with Brian
oday
ent Law T
Employm
s awarded
n
contractor
pg. 3
es shocked at
Jail employe
of policy
manager's breach
a ian
ad
Canad
March 18, 2015
day.com
ymentlawto
www.emplo
Reader surveys tell us employment law is one of the hottest issues for
HR professionals and employers. This popular newsletter keeps an eye
on courtrooms from coast-to-coast, and is the first to report the results
of many key rulings.
atio rs
Dependent notice of termmein
ontracto
beca subc
ths’ ted off as employees then
26 moncoup
ness
le star
d their busi
ing
rolle
Cabinet-makr still essentially cont
but employe
Y R. SMITH
BY JEFFRE
CREDIT: WAVEBREA
KMEDIA/SH
UTTERSTOC
K
depenwho were of sers
RIO couple
AN ONTActors with three decade
$200,000 in
dent contra
awarded almost costs by the
vice have been sal damages and .
wrongful dismisor Court of Justice by Canac
Ontario Superi
n, 63, was hired
ss of
in the busine ts,
Lawrence Keena
cabine
a company
Kitchens —and installing kitchen1976 as an
delivering countertops — in
he bevanities andkitchen cabinets. In 1983, installother
installer of
n supervising n, 61, joined
d
Marily
came a forema
assisting
1983 his wife
were not invoice
ers. Also inforeman after previously
nd jobs that try. In 2007, work
few weeke
some
Canac as a d on an informal basis. ed the
under the through Keenan Cabine
so they did
her husban er 1987, Canac inform
slowed down,Canac. The Keenially the same
signed it
employof
ted
In Octob would no longer be ndent mained essentagreement, so they issued from Canac
a competitor
ent preven
subcontractor g legal advice. Canacthat said work for t their agreem
Keenans they, they would be indepe
same work
t seekin
yment
ans though
ees. Insteadwhile performing theresponsible withou
record of emplo
a
on page 6 »
RS
“quit.”
each
ctors
was
WORKE
ns would
contra
provide them
for issuance d exclusively for
The Keena
for Canac. installers, who would als from the reason
ns worke
ion of a
materi
The Keena2007, with the except
for paying
and pick up
paid to
until
their own truckswould set the rates from Canac
Canac. Canacpay the Keenans moneyCanac
be paid.
installers and
piecework
installers would
which the pay the Keenans on ad.
would also box or unit installe ns set up
yment cona new emplo ted a salbasis for each mended the Keenawould be
Rabethge signed
that stipula s and a
Canac recom company, as they
inly bonuse minon July 5, 2011,
was not conemployment e
an- tract
“a
plus month
employee
an incorporated
for their own
and incom - AN ONTARIO sed when she left for new ary of $35,800 her income would be ed you
responsible
a Pension Plan
proposed a y- guarantee that 0 for each year provid .” The
also be respon structively dismis
surance, Canad
her employer
emplo
their
They would
imum of $45,00yed at YM Incorporated
ge
cabinets and
other job after future review of her
tax deductions.
damage to
ruled.
still emplo s were payable if Rabeth
nt and
has
are
tor
.
assista
of
er
sible for anyce.
an arbitra was the manag
ly bonuse
ss called
of each month the
with
own insuran ns set up a busine never in- ment terms,
ge, 35,
Ont., month
yed at the end
Crystal Rabethg store in Kitchener,orated. was emplo t 2013, Rabethge met esident
The Keena try — though it was subconvice-pr
clothin
Incorp
In Augus
drafted a
er and the
ed by YM
appear- a Sirens
Keenan Cabine
— and Canac
“as a subcone owned and operatgave notice to the compay- district managThey indicated the
corporated
ement and
ions.
of emplo
ent that stated
full-tim In 2011, Rabethge
er
improv
operat
off
agreem
of
an
devote
ed
tractor
, you will ss of Canac and
had accept for a higher salary. ance of the store needed
ny that she
page 7 »
tractor of Canac
manager.” ment with a competitor
to match that
on to the busine
YEE LEFT on
ering
EMPLO
off
acby
and attenti to Canac’s installation
ge
ded
Sirens. Rabeth
Sirens respon
shall report
stayed with
the store.
salary if she stayed on to manage
under
continued
cepted and
Job duties or agreement
income resubcontractns’ job duties and
The Keena
PM40065782
nge not
rator
afraid of cha
Employee ly dismissed: Arbit
constructive
TOPICS REGULARLY COVERED INCLUDE:
• wrongful dismissal
• just cause
• human rights
• constructive dismissal
• immigration
• and so much more!
Print edition: Published every two weeks
AVERAGE MONTHLY WEB STATS*:
•
7,050 sessions
•
5,243 unique visitors
•
E-newsletter: Published every two weeks
11,785 page views
*Source: Google Analytics, monthly average, September 2015 – January 2016
Website: www.employmentlawtoday.com
ADVERTISING RATES*
Print
Month
Website
Month
Full Page 4 colour
$1,165
Leaderboard
$705
Full Page B & W
$900
Banner
$565
Newswire
Month
Half Page 4 colour
$740
Big Box
$530
Junior Leaderboard
$705
Half Page B & W
$580
Skyscraper
$425
Big Box
$530
One Page Insert
$955
Vertical banner
$355
Half Big Box
$425
*Applicable taxes will be added to all rates.
For advertising information, please contact Pamela Menezes
416-649-9298 • pamela.menezes@thomsonreuters.com
Issue Dates
Feature Topic
Booking deadline
Material deadline
January 6
Privacy
December 3
December 10
January 20
Alcohol and drug testing
December 17
January 4
February 3
Just cause
January 7
January 14
February 17
Wrongful dismissal
January 21
January 28
March 2
Accommodation
February 4
February 11
March 16
Workplace violence
February 18
February 25
March 30
Employment standards
March 3
March 10
April 13
Bullying/psychological harassment
March 17
March 24
April 27
Constructive dismissal
March 31
April 7
May 11
Accommodation
April 14
April 21
May 25
Immigration
April 28
May 5
June 22
Sexual harassment
May 26
June 2
July 20
Human rights/discrimination
June 23
June 30
August 17
Wrongful dismissal
July 21
July 28
August 31
Constructive dismissal
August 4
August 11
September 14
Employment contracts
August 18
August 25
September 28
Employment standards
September 1
September 8
October 12
Workplace violence
September 15
September 22
October 26
Bullying/psychological harassment
September 29
October 6
November 9
Accommodation
October 13
October 20
November 23
Human rights/discrimination
October 27
November 3
December 7
Just cause
November 10
November 17
For advertising information, please contact Pamela Menezes
416-649-9298 • pamela.menezes@thomsonreuters.com