Where in the World is … Your Employee?

Okay, we know everything in the news and on social media, as well as in our texts and conversations, is about the pandemic. Hey, we get it, we are just as guilty – just look at some of our previous blog posts. But the pandemic really has changed a lot in our lives.

Today, let’s discuss one popular and positive outcome of COVID-19: working from home.

While obviously we’d love to talk about how much fun it is working in pajamas and not having to wear make-up every day, today’s post is about what remote working can mean for employers. 

Okay so let’s start with the pluses. One – geographically speaking, you can technically hire from anywhere if they’re going to work remotely, so you can hire the best possible applicant. Two – by being an employer who offers remote work, and potentially greater flexibility to employees, you are more desirable to potential applicants. Isn’t this great?   

Now for the bad news, it actually does matter where your employee lives, well legally it does.

Before remote work, if the employee worked in Ontario, their employment was governed by the employment laws in Ontario. But now, an employee’s employer may be in one province and their residence in another. This means that the employee and the employer may be subject to the employment laws of multiple jurisdictions.

Employers need to comply with health and safety laws, employment standards legislation, and the human rights code when it comes to their employees. If that isn’t enough, each province has its own set of each of these laws. 

While remote work is a great streamliner, it’s important that you keep in mind that remote work may make your employee multi-jurisdictional. So, much like the elusive Carmen Sandiego, you should know where your employees are so that you can be sure that you are complying with all of your employer obligations.    

It’s 9:00 am, do you know where your employees are?

This public service message (as we like to think of it), and the above early 90s references, are brought to you by our firm.

Robin K. Mann,  Associate Lawyer

Where in the World is … Your Employee?

Okay, we know everything in the news and on social media, as well as in our texts and conversations, is about the pandemic. Hey, we get it, we are just as guilty – just look at some of our previous blog posts. But the pandemic really has changed a lot in our lives.

Today, let’s discuss one popular and positive outcome of COVID-19: working from home.

While obviously we’d love to talk about how much fun it is working in pajamas and not having to wear make-up every day, today’s post is about what remote working can mean for employers. 

Okay so let’s start with the pluses. One – geographically speaking, you can technically hire from anywhere if they’re going to work remotely, so you can hire the best possible applicant. Two – by being an employer who offers remote work, and potentially greater flexibility to employees, you are more desirable to potential applicants. Isn’t this great?   

Now for the bad news, it actually does matter where your employee lives, well legally it does.

Before remote work, if the employee worked in Ontario, their employment was governed by the employment laws in Ontario. But now, an employee’s employer may be in one province and their residence in another. This means that the employee and the employer may be subject to the employment laws of multiple jurisdictions.

Employers need to comply with health and safety laws, employment standards legislation, and the human rights code when it comes to their employees. If that isn’t enough, each province has its own set of each of these laws. 

While remote work is a great streamliner, it’s important that you keep in mind that remote work may make your employee multi-jurisdictional. So, much like the elusive Carmen Sandiego, you should know where your employees are so that you can be sure that you are complying with all of your employer obligations.    

It’s 9:00 am, do you know where your employees are?

This public service message (as we like to think of it), and the above early 90s references, are brought to you by our firm.

Robin K. Mann,  Associate Lawyer

Okay, we know everything in the news and on social media, as well as in our texts and conversations, is about the pandemic. Hey, we get it, we are just as guilty – just look at some of our previous blog posts. But the pandemic really has changed a lot in our lives.

Today, let’s discuss one popular and positive outcome of COVID-19: working from home.

While obviously we’d love to talk about how much fun it is working in pajamas and not having to wear make-up every day, today’s post is about what remote working can mean for employers. 

Okay so let’s start with the pluses. One – geographically speaking, you can technically hire from anywhere if they’re going to work remotely, so you can hire the best possible applicant. Two – by being an employer who offers remote work, and potentially greater flexibility to employees, you are more desirable to potential applicants. Isn’t this great?   

Now for the bad news, it actually does matter where your employee lives, well legally it does.

Before remote work, if the employee worked in Ontario, their employment was governed by the employment laws in Ontario. But now, an employee’s employer may be in one province and their residence in another. This means that the employee and the employer may be subject to the employment laws of multiple jurisdictions.

Employers need to comply with health and safety laws, employment standards legislation, and the human rights code when it comes to their employees. If that isn’t enough, each province has its own set of each of these laws. 

While remote work is a great streamliner, it’s important that you keep in mind that remote work may make your employee multi-jurisdictional. So, much like the elusive Carmen Sandiego, you should know where your employees are so that you can be sure that you are complying with all of your employer obligations.    

It’s 9:00 am, do you know where your employees are?

This public service message (as we like to think of it), and the above early 90s references, are brought to you by our firm.

Robin K. Mann,  Associate Lawyer