Ontario Labour Law Changes (2016-2019): Impact on Hospitality

This report examines the significant changes in Ontario's labour laws between 2016 and 2019, primarily driven by Bill 148 and Bill 47, focusing on alterations to the Employee Standard Act concerning personal emergency leave, minimum wages, and equal pay. It assesses the beneficial and detrimental effects of these changes on both employees and employers, particularly within the hospitality industry, highlighting increased wages and new leave categories for employees while also addressing the financial burdens placed on employers. Furthermore, the report draws a comparison with minimum wage policies in the UK and proposes strategies for businesses, such as hotels and restaurants, to adapt to these changes, including employing interns, introducing automation, and ensuring employee privacy regarding domestic and sexual violence leave. Desklib is a valuable resource for students, offering access to a wide range of past papers and solved assignments to aid in their studies.

Running head: LABOR LAW
Labor Law
Name of the Student
Name of the University
Author Note

1CRIME THEORY
Answer 1:
The labour law in Ontario has witnessed several significant and marked changes in
the period between 2016-2019. These changes are predominantly as a result of Bill 148 and
Bill 47(2018 Ontarios Economic Outlook and Fiscal Review) . Changes in the Employee
Standard Act has taken place under the following heads-
Personal emergency leave –
In Bill 148, two out of the 10 days in the above category are to be paid leaves, and
apply to all organizations irrespective of their employee strength.
With Bill 47 several categories of unpaid leave were introduced to replace the
previous kinds, these include three days of sick leave, three days of family responsibility
leave and two days of bereavement leave, employees are expected to provide evidence for the
same.
Minimum wages –
Were $11.60 per hour till November 2017 and were to be gradually increased as a
result of Bill 148 to $14.00 per hour in January 2018 to $15.00 from January of 2019.
This has however been amended as a result of Bill 47 and the current rates of
minimum wages are –
 $14 per hour is the minimum general wages to be applicable till October 2020
 $13.15 for students who are under the age of 18 years and work for up to 28 hours in a
week.
 $12.20 for employees that serve liquor as a part of their employment such as waiters
and bartenders.

2CRIME THEORY
The three hours pay under certain circumstances introduced by Bill 148 has been
repealed by Bill 47. Equal pay for equal work is maintained for employees of all gender.
Misclassification of employees as independent contractor as per both the Bills is subject to
penalties however the onus to prove that an individual fits the classification is no longer on
the employer after Bill 47.
Answer 2:
The changes have had beneficial effects for both employees and employers.
The employees are now to be classified correctly by employers and have the
advantage of increased wages across all sections, including students and liquor servers. For
those working for more than five years paid vacation increased to 3 weeks. Several categories
of unpaid leaves were introduced. Equal pay for all employees that do equal work are still
protected. The introduction of Domestic or Sexual Violence Leave, with the first five days
being paid will prove to be a great help.
However, the protection extended to employees in unpredictable industries such as
retail and hospitality have been taken away by Bill 47.
Bill 148 placed a large burden on employers with the minimum wages at $15,
however Bill 47 has brought relief by stalling the hiked minimum wages at $14.Bill 47
maintains that equal pay must be guaranteed on the basis of sex, however equality to pay
part-time, full-time, casual and temporary employees at the same rate no longer applies.
For businesses that do not have fixed labor requirements such as the retail and
hospitality Bill 148 and its provisions for 3 hours may in certain conditions would have
proved to be a strain on such establishments. Bill 47 by doing away with all such provisions
have saved such employers.

3CRIME THEORY
Introduction of leave for domestic or sexual violence has increased the burden of
costs and confidentiality of employers.The classification of independent contractors must be
done judiciously and by obtaining legal help and assistance.
Answer 3:
Minimum wages in the UK are expected to increase in 2019 further to £8.21
from £7.83 to adults over 25 years. Bell & Machin 2018 has exposed that firms that have a
low minimum wages have low profitability and productivity. The minimum wages provided
by UK are more favorable that most other European nations. The nature of work at this level
has low growth prospects (D’Arcy 2019) and might lead to increased unemployment if not
properly implemented.
Answer 4:
1. Inters must be employed in consultation with educational institutions. The employees
help in training the future work force and the organization saves some cost on salary.
2. Introduce some automation to reduce workforce. Employees will be motivated to work
harder to be retained. Guests would have an interesting experience with increased
technology and overall costs will be reduced.
3. Incorporate measures and secrecy for employees taking domestic and sexual violence
leave. Protect their privacy and health. Employees will feel safe and cared for, guests
will appreciate an atmosphere that is protective. This step might dent costs but will add
to the brand value of the hotel.

4CRIME THEORY
Reference List
Bell, B., & Machin, S. (2018). Minimum wages and firm value. Journal of Labor Economics,
36(1), 159-195.
D'Arcy, C. (2019). The quiet success of the higher minimum wage.
Employee Standard Act 2000
Ontario Ministry of Labour
Ontarios Economic Outlook and Fiscal Review 2018. Fall Statement 2018