Issue link: https://www.wsps.ca/resource-hub/i/1329427
For more information contact Workplace Safety & Prevention Services wspslegislation@wsps.ca 1 877 494 WSPS (9777) The content provided is for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind and should not be used as a substitute for consultation with a professional legal advisor. Users of this information who require legal advice are advised to contact their own legal counsel regarding any specific legal issues or before making any decision or taking any action. WSPS does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. In no event will WSPS be liable to you or anyone else for any decision made or action taken in reliance on the information in this Site. Page 3 LEGISLATION BRIEFING Reimbursement for reasonable work‐related expenses (In Force at a Future Date) New provisions requiring employers to reimburse employees for reasonable work‐related expenses Notice of Individual Termination (In Force at a Future Date) Update individual termination provisions by increasing minimum notice of termination, two (2) weeks after three (3) consecutive months of continuous service up to eight (8) weeks after eight (8) years. What Could This Mean For You? It is fair to anticipate that many federal employers may have questions pertaining to their requirements and responsibilities. Employers should be aware that current employment contracts need to be amended to reflect the current entitlements for: Hours of Work Leaves Vacation Reimbursement for reasonable work‐related expenses Notice of Individual Termination Employment contracts should be reviewed annually to ensure they reflect the most recent changes in legislation. In addition, employee handbooks or orientation procedures should be amended to provide new hires with information that reflects the new changes. In considering that OHS responsibilities are frequently nested within Human Resources, WSPS can offer appropriate guidance to amend existing HR policies and procedures to reflect the above changes. We encourage those interested to track updates on the WSPS OHS Legislation Tracker. The www.ontario.ca website will also offer update, and can certainly consider information requests. For additional questions in regards to this legislation and available resources please contact: Jennifer.Threndyle@wsps.ca (B.Ed. – Adult Ed., MBA, CDMP)