First published on Thursday, October 3, 2024
Last updated on Thursday, October 3, 2024
Have you heard the latest news?
Welcome to HR Heartbeat, where we give you a rundown of the week's top employment law stories. Stay on the pulse of current trends impacting your business, plus get up-to-the-minute commentary on all things HR and legal
New tower crane safety requirements in B.C.
Effective October 1, 2024, British Columbia is updating the Occupational Health and Safety Regulation regarding notice of project and tower crane safety. This change is crucial for maintaining a safe work environment and ensuring compliance.
A qualified supervisor must now verify that a crane has been erected, climbed, or repositioned according to the manufacturer’s specifications or the specifications of a professional engineer if the engineer has authorized alternative methods.
Previously, this verification could be done by a crane erector.
Crane incidents, especially during set-up or adjustment, can result in serious injuries or even fatalities. By requiring a higher level of oversight and certification, these changes aim to reduce risks and keep everyone in the workplace safer.
As an employer, it’s essential to review and update your safety protocols and training materials to meet these new standards. That’s where BrightSafe can help.
Our comprehensive health & safety platform has everything you need to keep your workplace safe and compliant—from training resources for supervisors and employees to detailed safety documentation to protect your team. With BrightSafe, you can be confident that your workforce is prepared, and your business is covered.
EI premium rates are going up
The Canada Employment Insurance Commission has announced the new EI premium rates for 2025, and there are a few changes employers should be aware of.
The new rates will be $1.64 per $100 of insurable earnings for employees and $2.30 for employers, representing a slight decrease of two cents from the 2024 rates. While the premium rates have decreased, the maximum insurable earnings for 2025 are set to increase from $63,200 to $65,700.
This means that both employees and employers will see a rise in their maximum annual EI contributions. Workers will now contribute up to $1,077.48, which is an increase of $28.36 compared to 2024. The maximum contribution per employee for employers will rise by $39.70, bringing the total to $1,508.47 per employee for the year.
These adjustments may seem minor but can impact payroll calculations and budgeting. That’s why it’s critical for business owners to stay informed about these updates to ensure smooth payroll management and accurate financial planning for the upcoming year.
Concerned about what happens when you overpay your EI contributions? Ask Bright Brainbox
“What is Employment Insurance (EI) overpayment?”
“What should I do if there is a case of Employment Insurance (EI) overpayment?”
Ontario announces new rights for gig workers
Big news for Ontario’s gig workers: the Digital Platform Workers’ Rights Act, 2022 (DPWRA) is set to take effect on July 1, 2025.
This new law aims to boost protections for digital platform workers—like rideshare drivers and food delivery couriers—without classifying them as “employees.” While the law doesn’t change their employment status, it introduces key rights and obligations for the companies (or “Operators”) they work with.
Here’s a rundown of what you need to know:
First up, transparency. Operators must now clearly outline how workers’ pay is calculated and provide written details on how tips or gratuities are handled. That means gig workers should have more clarity over their earnings. They’re also entitled to a minimum wage for every job completed, and Operators can’t make any deductions from their pay unless the DPWRA authorizes it.
The DPWRA goes even further by setting rules for record-keeping. Operators must keep a detailed record of each worker’s activity for as long as they’re using the platform and for up to three years after. This information must be accessible to compliance officers, who will have similar powers to those enforcing Ontario’s Employment Standards Act (ESA)—meaning they can inspect documents and investigate potential violations without a warrant.
The new Act also addresses suspensions. Gig workers can only be banned or suspended for more than 24 hours without notice if they engage in serious misconduct. This standard is similar to Ontario’s rules for firing an employee without notice.
For companies, non-compliance with the DPWRA could be costly. Penalties range from $100,000 for a first offence to a steep $500,000 for repeat offenders. So, it’s in every Operator’s best interest to get up to speed before the July 2025 deadline.
The Ontario government will also set up a complaint system for workers who feel their rights are being ignored. With this new law, the province is making it clear that gig work is here to stay and deserves the same thoughtful regulations as any other sector. We’ll be sharing more guidance and resources on this as we get closer to the launch date, so stay tuned!
Rainbow sticker removal not discrimination says Tribunal
In a recent case, the Human Rights Tribunal of Ontario made a ruling that received a lot of attention.
The Ottawa Chamber Music Society faced a discrimination claim after asking a volunteer to remove a rainbow sticker from his name badge. However, the Tribunal ruled this request did not amount to discrimination under the Ontario Human Rights Code.
Why? The decision came down to one key point—consistency.
The Tribunal found that the dress code policy in question was applied equally to all volunteers, regardless of their sexual orientation, gender identity, or gender expression. In other words, the rule wasn’t targeting anyone specifically—it was simply about maintaining a uniform look for all.
This case is a wake-up call for employers and organizations to double-check their workplace policies, especially around dress codes and personal expression.
It’s not enough to have a policy in place, you must also ensure it’s enforced fairly. Even a well-meaning dress code can become problematic if it’s applied inconsistently or seems to single out certain groups. To avoid similar issues, ensure that your policies are written clearly, applied fairly, and reviewed regularly to comply with human rights legislation.
BrightBase, our library of policies, templates, and checklists, provides comprehensive policies written by employment relations experts with decades of experience so you can be sure they’re compliant, consistent, and transparent.
That's it for today! Come back next time for more HR news so you stay ahead of major employment law changes.
