This form is a Complaint. The complaint provides that the plaintiff was an employee of defendant and that the plaintiff seeks certain special and compensatory damages under the Family Leave Act, the Americans with Disability Act, and Title VII of the Civil Rights Act of 1964.
My Rights As An Employee In Ontario In Broward
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State:
Multi-State
County:
Broward
Control #:
US-000267
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Word;
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FAQ
Workers, however, have the power to protect their health and safety. Ontario law spells out the three rights that give workers this power: the right to know, the right to participate, and the right to refuse. Workers have the right to know about workplace health and safety hazards.
What Reason Can You Sue An Employer? Toxic Working Environment. Reprisal Against by Employer. Failure to Properly Investigate Complaints. Mismatched Performance Reviews & Interim Reports.
Information on your rights as workers, including: • Rest and meal breaks. • Minimum wage and overtime. • Safe and healthy jobs.
Employee Development, Performance, & Exit Probationary Period. Performance Reviews. Performance Improvement Plan (PIP) Training & Development. Computer Training. Professional Memberships. Employee Resignation & General Exit Procedures.
Whenever you hire a new employee, you'll need to collect some key information, including: Personal details: Name, address, employee contact information, and emergency contact details. Employment information: Job title, department, start date, and salary.
If you are unable to find your concern in the above listing, or are unsure of whether your problem or concern falls under the jurisdiction of the Ontario Labour Relations Board, you may call the Board at (416) 326-7500, or seek advice from a lawyer.
Employers should keep all job-related documentation such as hiring records, performance reviews, disciplinary actions and job descriptions in an employee's general personnel file. Consider whether the document would be relevant to a supervisor who may review this file when making employment decisions.
The employee file should contain a snapshot of the employee's time with your company. The file should include all employee documents relevant to their employment, from the date of hiring to the date of termination. The documents should be in chronological order.
Corporate information (e.g., resume, offer of employment, salary information, emergency contact person) Group benefits information (if not stored with the service provider) Health information—personal information required only by in-house health and medical staff. Labour relations and performance improvement ...