Ontario Employment Law Conference
Reminder: The Top CRA Audit Adjustments
Top CRA Audit Adjustments

The CRA publishes a helpful annual list of the most common payroll adjustments they request in order to help you avoid an audit. Here are ten issues to pay special attention to in your payroll reporting:

1. Unreported payments for services to an independent contractor (T4A)
2. Unreported salary expenses
3. Classification of employment status (employee or contractor?)
4. Automobile standby and operating expenses
5. Vehicle allowances
6. Personal and living expenses for employees or shareholders
7. Travel expenses and allowances
8. Housing allowances
9. Parking
10. RRSP and retiring allowances

Look up any of these topics in PaySource® to understand your legal obligations and make sure you report accurately. The latest federal budget will affect some of these processes. You can read our commentary in the Budgets section of PaySource.





The legal and regulatory framework you operate in – what you need to know
Regulatory framework

The Legal and Regulatory chapter of Finance & Accounting PolicyPro® (FAPP) has been updated to ensure you understand and comply with the current legal environment and can use the law to accomplish your organization’s objectives. Look to Volume II, Chapter 4 of FAPP for these policies that describe the basic concepts related to the legal and regulatory framework:

  • GV 4.01 – Monitoring Laws and Regulations
  • GV 4.02 – Contract Administration
  • GV 4.05 – Litigation

New: sample civil search warrant response form

The Litigation Policy (GV 4.05) now includes a sample civil search warrant form (also known as an Anton Piller Order), plus an updated Search Checklist for what to do if served with a regulatory or civil search warrant.

Don’t have FAPP? Find out how you can get a free trial here.

 
Learn more about FAPP




statutory holidays

What do you suggest?

Each edition of Human Resources PolicyPro® (HRPP) except Quebec contains a sample policy on Suggestion Programs for organizations that have or want to put in place a “suggestion box” to solicit ideas from staff. This is a new policy in the May release of the Alberta, Atlantic, Manitoba & Saskatchewan, and Ontario editions.

Look for policy 4.26 – Suggestion Program in the Benefits chapter.


Employers who deal with hazardous chemicals take note

All HRPP editions have been updated with the latest WHMIS 2015 requirements relating to the inclusion of the Globally Harmonized System of Classification and Labelling of Chemicals (GHS).

 




OHS compliance tip
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No matter how diligent you are with compliance matters, if you look objectively at your workplace policies and practices, there's a very good chance that you'll find some failings.

Unfortunately, when it comes to health and safety, the risks are real and potentially life-threatening.

That's why reviewing your policies and practices is an essential aspect of preparing your workplace to prevent accidents, injuries and complaints, as well as conducting the due diligence necessary to defend against legal challenges.

It may seem like a daunting task to review your workplace policies and practices, but you can use the two self-audit checklists included with The Human Resources Advisor™ to make the review process much easier. Look under the Forms tab where you'll find the:

  • Occupational Health and Safety Self-Audit Checklist
  • Employment/Labour Standards Self-Audit Checklist

Workplace compliance is a challenge for even top organizations. Employers often repeat the same mistakes and believe that they'll never face an inspection or complaint—or that their existing policies and procedures are sufficient to defend against enforcement measures or legal challenges.

For instance, in 2015–16, Ontario's Ministry of Labour conducted almost 75,000 workplace visits and inspections and issued more than 127,000 compliance orders, including 7,000 orders to stop work immediately.

Check out the self-audit checklists today and let us know how we can help you review your health and safety and employment standards policies and procedures.





Federal Budget update for employers
minimum wage

The federal government tabled 2017 budget legislation to modernize and improve some important employment-related measures.

Here are five of them:

  • Allowing employers to give employees their T4s electronically without express consent
  • Creating a new EI benefit for caregivers of up to 15 weeks
  • Providing pregnant women the option to claim EI maternity benefits up to 12 weeks before their due date
  • Giving new parents the option to extend parental EI benefits over a period of up to 18 months at a lower benefit rate
  • Modernizing the Canada Labour Code to include two new unpaid leaves of absence; align maternity and parental leave to EI benefits changes; and make bereavement leave more flexible

Look in the Budgets section of PaySource for all the details. As these measures are made law, PaySource and The Human Resources Advisor will be updated to reflect the new requirements. (If you're a PaySource subscriber and haven't set up your free subscription to HRA, click here.)

Have you downloaded your free copy of The employer's guide to Canadian payroll for 2017? Every subscription to PaySource comes with this handy guide to the latest payroll rates and the government's new policies and legal requirements. Contact customer service at info@firstreference.com or 1-800-750-8175 to get your copy.

Not a subscriber? You can still get a copy for only $29.95. Click here for details.





Legislation news and discussion
 

National – What the federal Bill to legalize cannabis will mean for employers

The federal government tabled the Bill to enact the Cannabis Act on Thursday, April 13, and hopes to pass it by Canada Day 2018. Read how the new law will affect your workplace along with some of the key points of interest for employers.

Alberta – Farm and ranch employment standards recommendations

Amendments to the province’s farm and ranch workplace legislation will be drafted based on the recommendations that were made by The Employment Standards Technical Working Group earlier this year. Learn more about these recommendations here.

New Brunswick – Several new legislative changes would require changes from employers

The government has been very busy modernizing the province's legislation, introducing amendments to the Human Rights Act, Personal Health Information Privacy and Access Act, and Right to Information and Protection of Privacy Act over the past couple of months.

Whatever Canadian HR or payroll task you're managing, if you're an HRinfodesk subscriber, you have the latest news and legal developments. Try searching today for the legal context to understand and meet your employment challenges, across the country.

Ontario – The thin legal line: resignation vs. termination

Resignations are not as simple as they appear. Employers who are not careful to ensure that resignations are voluntary and final could face significant damages awards. So, when is a resignation truly a resignation? Read Stringer LLP’s recent blog post on First Reference Talks to find out more.

 





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