Class_Exercise_2[1]

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George Brown College Canada *

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Law

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Apr 3, 2024

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Class Exercise 2: The Legislation Group 10: Working for Workers Completed by: Aline Farias, Aliya Beisenova, Diva Sobti, Harleem, Syeda Umme Kulsum, Vidhubala Describe the law: what is it, and what does it include? Working for Workers Act is a legislation enacted by the Ontario government in 2021 and was expanded and revised in 2022 and 2023, respectively. The objective of this act is to provide safe and improved working conditions for the employees across the province, to protect the rights of vulnerable workers such as those engaged in low- wage jobs and temporary foreign workers, and to remove barriers facing internationally trained professionals in regulated professions. It also aims to remove barriers for women in the construction industry. This Act applies to employers across the province, and they must comply with the provisions of the legislation. Following are some of the highlights of this Act: Occupational health and safety: Employers are required to provide safe working conditions for their workers. Corporations convicted of non-compliance may be imposed a maximum fine of $2 million. Flexible job-protected leave for military reservists: Job-protected leave for military reservists has been expanded and made more flexible, reduced the length of employment required, and expanded the reasons for taking reservist leave. Protection of employee rights: This Act banned the use of non-compete agreements that prevented employees from exploring job opportunities. It also imposed licensing requirements for recruiters and temporary help agencies to protect vulnerable employees and established rights and protection for digital platform workers engaged in ride sharing or delivery activities. Job security and work-life balance: It provided certainty to employees by requiring employers to provide information about jobs, pay, work location, work hours, etc. It also placed requirements on employers with 25 or more employees to have a policy on disconnecting from jobs at the end of the workday so that employees can spend more time with family. Protection of foreign workers: To protect the rights of temporary foreign workers, the Act imposed the highest maximum fines in Canada on convicted employers for taking and retaining their passports or work permits. Remove barriers for internationally trained professionals: The Act also introduced new measures to remove barriers so that internationally trained professionals can get licensed in regulated professions more easily.

What impact “The Working for Workers Act” has on recruitment and/or selection? The Working for Workers Act serves to protect the rights of workers addressing the evolving nature of work and aims to protect the rights and interests of employees. It has significant implications for the recruitment process, influencing job descriptions, candidate expectations, and the overall attractiveness of these positions to potential recruits. As it follows: Transparency in Recruitment: Operators are required to provide detailed information regarding pay, work assignments, performance ratings, and more. This means that potential recruits now have access to more information about the terms and conditions of their work assignments before they accept them. Impact on Job Descriptions: Job descriptions for organizations subject to electronic monitoring must be updated to accurately reflect monitoring practices and legal compliance affecting the qualifications and expectations of potential recruits, ensuring alignment with monitoring policies. Candidate Expectations: Applicants have clearer expectations about privacy and monitoring practices in organizations with electronic monitoring policies. This transparency helps candidates assess whether the workplace aligns with their preferences or not. Attraction and Retention: Organizations with responsible and respectful monitoring practices will attract and retain top talent. Companies with an intrusive monitoring culture will struggle to maintain a competitive edge in recruitment. What impact does this law have on the Job Description and the job itself: Work regulations impact how sets of expectations and determinations are made: Responsibilities and duties: The essential responsibilities of a job should be accurately reflected in the job descriptions. Vague or ambiguous language can lead to misunderstandings and potential legal issues. Discriminatory language or excessively stringent requirements should also be avoided. Be aware of any legal requirements to provide reasonable accommodation for people with disabilities. Qualifications: While listing the qualifications for a job role, it should be ensured that the qualifications mentioned are related to the work to be done. Unnecessary prerequisites that may accidentally prohibit qualified candidates should be avoided. In some cases, certain capabilities might be lawfully expected for specialized jobs (e.g., licenses or certifications for medical services experts).

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