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This website describe the brief meaning of wrongful dismissal
every employee have right to terminate the employee who breach the rules and for any other reason but with advance notice minimum before 1 month. if the employer fire the employee without any notice and severance pay the employee can sue the wrongful dismissal against the employer under the employment law.

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Wrongful Dismissal in Ontario: Non-Unionized Work Environments

An employer in Ontario is permitted by law to terminate an employee without cause from their job for various reasons, but only if they provide notice of termination ahead of time, or payment in lieu of notice, often referred to as severance pay or termination pay.

A wrongful dismissal in Ontario occurs when an employer terminates an employee without providing them advanced notice of termination or appropriate severance pay in lieu of notice. Employers often provide a terminated employee with minimum severance pay as required by the Employment Standards Act, 2000, but ignore the fact that common law severance pay must also be provided.
Related Topic
Severance Pay in Ontario
A wrongful dismissal action commences when an employee files a claim against their former employer, seeking monetary damages, because not enough notice or severance pay were provided. A constructive dismissal can trigger a wrongful dismissal action.

Wrongful Dismissal in Ontario: A Misunderstood Term

To be clear, the term "wrongful dismissal" does not mean that an employer's reason for firing an employee broke any employment laws, was wrong or untruthful. An employer has the right to terminate your employment for any lawful reasons, including the fact that they simply do not like you. As long as the employer provides the employee with appropriate notice or severance in lieu of notice, the termination is not considered a wrongful dismissal.

Factors in Severance Pay

A variety of factors must be considered when calculating the proper notice or pay in lieu of notice that an employee should receive. Factors include an employee's salary, age, length of service, benefits, bonus and other payments earned while employed. An employment lawyer at Samfiru Tumarkin LLP can examine the various factors involved in your situation to determine what your full severance entitlements are.

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Wrongful Dismissal in Ontario - Samfiru Tumarkin LLP - Employment Law

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An employer in Ontario is permitted by law to terminate an employee without cause from their job for various reasons, but only if they provide notice of termination ahead of time, or payment in lieu of notice, often referred to as severance pay or termination pay.

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This article show the legal minimum wage in the Ontario under employment law according the different job groups or sectors. it will be illegal if an employer pay less salary to his employees according the legal pay rate.

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Minimum wage is the lowest wage rate an employer can pay an employee. Most employees are eligible for minimum wage, whether they are full-time, part-time, casual employees, or are paid an hourly rate, commission, piece rate, flat rate or salary. Some employees have jobs that are exempt from the minimum wage provisions of the ESA. See " Industries and jobs with ESA exemptions and/or special rules" for information on these job categories.

Compliance with the minimum wage requirements is determined on a pay period basis.

Use the Employment Standards Self-Service Tool to check compliance with rules on minimum wage and other employment standards entitlements.

Minimum wage rates

New: As part of a long-established plan, minimum wage rates in Ontario will increase on October 1, 2020. Under the Making Ontario Open for Business Act this increase is tied to the Ontario Consumer Price Index. The intention of this measure is to provide predictability and certainty for businesses while also being fair for workers.

The increase to the general minimum wage will be 25 cents, which will bring the new rate to $14.25 an hour.

The general and specialized minimum wage rates that will take effect on October 1, 2020 are detailed in the following chart.

Minimum wage rate

Rates from October 1, 2017 to December 31, 2017

Rates from January 1, 2018 to September 30, 2020

Rates from October 1, 2020 to September 30, 2021

General minimum wage

$11.60 per hour

$14.00 per hour

$14.25 per hour

Student minimum wage

$10.90 per hour

$13.15 per hour

$13.40 per hour

Liquor servers minimum wage

$10.10 per hour

$12.20 per hour

$12.45 per hour

Hunting and fishing guides minimum wage

$58.00
Rate for working less than five consecutive hours in a day

$116.00
Rate for working five or more hours in a day whether or not the hours are consecutive

$70.00
Rate for working less than five consecutive hours in a day

$140.00
Rate for working five or more hours in a day whether or not the hours are consecutive

$71.30
Rate for working less than five consecutive hours in a day

$142.60
Rate for working five or more hours in a day whether or not the hours are consecutive

Homeworkers wage

$12.80 per hour

$15.40 per hour

$15.70 per hour

Wilderness guides minimum wage

Rates from June 3, 2019 to September 30, 2020:

$70.00
Rate for working less than five consecutive hours in a day

$140.00
Rate for working five or more hours in a day whether or not the hours are consecutive

$71.30
Rate for working less than five consecutive hours in a day

$142.60
Rate for working five or more hours in a day whether or not the hours are consecutive

General minimum wage

This rate applies to most employees.

Example for calculating general minimum wage: One week, Julia works 38 hours. She is paid on a weekly basis. The minimum wage applicable to Julia is $14.25 per hour. Since compliance with the minimum wage requirements is based on pay periods, Julia must be paid at least $541.50 (38 hours × $14.25 per hour = $541.50) in this work week (prior to deductions). (Note that eating periods are not included when counting how many hours an employee works in a week).

Student minimum wage

This rate applies to students under the age of 18 who work 28 hours a week or less when school is in session, or work during a school break or summer holidays.

Liquor servers minimum wage

This hourly rate applies to employees who, as a regular part of their employment, serve liquor directly to customers, guests, members or patrons in licensed premises and who regularly receive tips or other gratuities as a part of their work.

"Licensed premises" are businesses for which a licence or permit has been issued under theLiquor Licence Act.

Hunting and fishing guides, wilderness guides minimum wage

The minimum wage for hunting and fishing guides and for wilderness guides is based on blocks of time instead of by the hour. They get a minimum amount for working less than five consecutive hours in a day, and a different amount for working five hours or more in a day--whether or not the hours are consecutive.

A wilderness guide is a personan employee who is employed to guide, teach or assist a person or people while they are engaged in with activities in a wilderness environment, including the following activities:

back-country skiing and snowshoeing

canoeing, kayaking, and rafting

dogsledding

hiking

horseback riding

rock climbing

operating all-terrain vehicles or snowmobiles

wildlife viewing

survival training

A wilderness guide does not include a hunting or fishing guide or a student under 18 years of age who works 28 hours each week or less or who is employed during a school holiday.

Homeworkers minimum wage

Homeworkers are employees who do paid work in their own homes. For example, they may sew clothes for a clothing manufacturer, answer telephone calls for a call centre, or write software for a high-tech company. Note that students of any age (including students under the age of 18 years) who are employed as homeworkers must be paid the homeworker's minimum wage.

Minimum wage calculation for employees who earn commission

If an employee's pay is based completely or partly on commission, it must amount to at least the minimum wage for each hour the employee has worked.

A typical case

Luba works on commission and has a weekly pay period. One week, she was paid $150.00 in commission and worked 25 hours. The minimum wage applicable to Luba is $14.25 an hour. The minimum wage ($14.25) multiplied by the number of hours worked in the pay period (25) is $356.25. Luba is owed the difference between her commission pay ($150) and the required minimum wage ($356.25). Luba's employer owes her $206.25.

Note: Where overtime hours are worked, the calculation is more complicated.

Industry-specific and job-specific exemptions and special rules may apply to some salespeople who earn commission. Please refer to the special rule tool.

How provision of room and board affects minimum wage

For the purposes of ensuring that the applicable minimum wage has been paid to an employee, an employer can take into account the provision of room and board (meals). Room and board will only be deemed to have been paid as wages if the employee has received the meals and occupied the room.

The amounts that an employer is deemed to have paid to the employee as wages for room or board or both is set out below:

Room (weekly)

private $31.70

non-private $15.85

non-private (domestic workers only) $0.00

Meals

each meal $2.55

weekly maximum $53.55

Rooms and meals (weekly)

with private room $85.25

with non-private $69.40

non-private (domestic workers only) $53.55

Harvest workers (only) weekly housing

serviced housing $99.35

unserviced housing $73.30

Employees sent home after working less than three hours: the three-hour rule

When an employee who regularly works more than three hours a day is required to report to work but works less than three hours, they must be paid whichever of the following amounts is the highest:

three hours at their regular rate of pay,
or

the amount the employee earned for the time worked and wages equal to the employee's regular wage for the remainder of the three hours.

For example, if an employee who is a liquor server is paid $12.45 an hour and works only two hours and is sent home, they are entitled to two hours at their regular rate of $12.45 an hour for the time worked (i.e., $12.45, the liquor servers minimum wage, × 2 = $24.90) plus another hour at their regular rate (i.e. the liquor servers minimum wage of $12.45) for a total payment of $37.35 which is $24.90 (for the time worked) + $12.45 (for the three-hour rule) = $37.35.

Note: The rule does not apply to:

employees whose regular shift is three hours or less

in some cases where the cause of the employee not being able to work at least three hours was beyond the employer's control.

Note: As of January 1, 2019 the three-hour rule applies to students (including students over 18 years of age except if the student works:

at a children's camp, unless the student is also a wilderness guide

providing instruction to or supervising children, unless the student is also a wilderness guide

in a recreational program run by a charity, unless the student is also a wilderness guide.

When the minimum wage changes

On October 1 of every year starting in 2020, the minimum wage rates may increase annually. The new rates to come into effect on October 1 will be published on or before April 1 of every year, beginning in 2020.

If a change to the minimum wage rate comes into effect partway through an employee's pay period, the pay period will be treated as if it were two separate pay periods and the employee will be entitled to at least the minimum wage that applies in each of those periods.

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Minimum wage is the lowest wage rate an employer can pay an employee. Most employees are eligible for minimum wage, whether they are full-time, part-time, casual employees, or are paid an hourly rate, commission, piece rate, flat rate or salary. Some employees have jobs that are exempt from the minimum wage provisions of the ESA.

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Health and safety act which is also under employment law in which this is the duty of employer to provide safe work place to the workers. During work on the workplace if any worker get injured or death of the employee due to employer carelessness the court can charge big amount of penalty and jail to the employer.

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For straightforward guidance on how to comply with the health and safety law, go to The basics for your business.

The Health and Safety at Work etc Act 1974 is the primary piece of legislation covering occupational health and safety in Great Britain. It's sometimes referred to as HSWA, the HSW Act, the 1974 Act or HASAWA.

It sets out the general duties which:

employers have towards employees and members of the public

employees have to themselves and to each other

certain self-employed have towards themselves and others

You can read the Health and Safety at Work etc Act 1974 in full on legislation.gov.uk.

You can find out about health and safety law in our guide Health and safety at work: criminal and civil law.

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Contains links to various pieces of legislation, as well as the Health and Safety at Work etc Act 1974

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This image show the different signs and boards which are indicate the precautions and make the workplace safer for the employees this is the duty of employer or supervisor to ensure the safety of all employees in all aspects such as fire exit, give or training about the hazardous chemical use, fire exit, and sexual assaults. This all under the Employment law Act

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This image related to my topic Employment law; wrongful dismissal which means the employer terminate the employee without appropriate pay and without advance notice of termination

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this image related to Employment Law which shows the legal minimum wage in Ontario which is $14 per hour according the different jobs of employee according to employment law if an employer pay less $14 per hour to his employees it will illegal according to the law.

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in this video the two guys are talking about wrongful dismissal; what is wrongful dismissal, causes of dismissal and what the employee should do when he or she wrongfully terminated or dismissal by their employers

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Wrongful Dismissal in Ontario 2018 | Toronto Employment Lawyers - Whitten & Lublin

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A man fired for alleged sexual assault is suing his employer for wrongful dismissal to the tune of $800,000.

In February 2014, Mark Render was fired from his position as operations manager in the Toronto offices of ThyssenKrupp Elevator.

Render allegedly got into the personal space of work colleague Linda Vieira, putting his face near her breasts and 'motorboating' back and forth before smacking her on her backside.

In his statement of claim, Render admits to the event but claims it was a harmless incident for which he apologized.

He claims there was no sexual intent and it was meant to be humorous.

He was with the company for 30 years at the time and had no prior complaints against him.

About eight days before the incident, Render had taken training in company's Policy on Equal Employment Opportunity, Anti-Harassment, and Anti-Discrimination at which time the company's stance on sexual harassment was outlined.

Vieira, an account manager at the company, testified Thursday before Judge William Chalmers, describing her shock and dismay over the incident, explaining she felt "humiliated, embarrassed and upset."

Vieira said she backed away from Render as he made the motor boating action at her breast level; she said he then slapped her backside.

Vieira emailed her husband and spoke to a superior at the office immediately afterward.

According to her testimony, Render apologized; she described this as a "pissed off, " apology given because he knew he was in trouble.

Vieira testified she later saw Render in the parking lot, "reenacting and mocking" what had happened - "The breast back and forth and the slap."

According to Vieira, Render did not appear at all remorseful.

"I did not feel protected at work," she said.

It should be reiterated that this is a wrongful dismissal case - not a sexual assault case. Render is suing ThyssenKrupp, his former employer.

In what may be a first in Canada, Vieira has been granted intervener status in this trial - because the court proceedings could potentially have an impact on her reputation; she is still employed by ThyssenKrupp.

Late last year, Case Management Master Andrew Graham of Ontario's Superior Court of Justice ruled that an employee who claimed a co-worker had sexually harassed her can be an intervener at the trial for his wrongful dismissal - because her integrity and credibility will be challenged during the trial.

Indeed, Render's lawyer, Matthew Fisher, worked hard during cross-examination to discredit Vieira.

She spoke with conviction throughout, never wavering in her version of events.

The case resumes Friday.
lbraun@postmedia.com

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Man fired over alleged sex assault at work suing employer

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A man fired for alleged sexual assault is suing his employer for wrongful dismissal to the tune of $800,000. In February 2014, Mark Render was fired from his position as operations manager in the Toronto offices of ThyssenKrupp Elevator.

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This Video is related to the Health and safety at workplaces according to the employment law in Ontario. every person should know about the rules of safety and health on workplace and this is duty of supervisor or employer to ensure the safety of the workers on the workplace. if anyone breach this law under section 66 of OSHA that person will charged with more than $25,000 penalty.

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Supervisors' Responsibilities for Workplace Health and Safety in Ontario (Demo)

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This video is about the legal minimum wage in Ontario $14 per hour. which is the part of the Employment law. According to the employee's different jobs