Reacting to the Reality of Bill 148

Bill 148 has been a point of controversy for both Ontario business owners and workers for the past several months. While workers once rejoiced at the additional protection they were expecting to receive, some business owners faced uncertainty, while others faced fear, on how they would financially protect their organization from the Bill’s proposed changes. Some reactions have found their way into the news. For example, the case of Tim Hortons franchisees highlighted the flight or fight instinct that they were faced with. While these franchisees chose fight, this poses the question: how are you going to react to Bill 148?

What is Bill 148?

Before reacting to the changes Bill 148, it is important for business owners to understand what the Bill is proposing, and why the changes are being made. Back in June 2017, Bill 148 was created in culmination of the 173 recommendations made by the Changing Workplaces Review. The Bill ultimately aims to protect precarious, part-time, low-wage, and temporary workers.

Here is an example (not a complete list) of some changes that have already occurred:

• Misclassification of Employees: Aiming to remedy the issue of organizations hiring individuals as contractors, this change puts the onus on the employer to prove the classification of each worker.
• Compensation: Several compensation changes have been made to protect low-wage workers. Beyond the minimum wage increase to $14.00 per hour, other changes include: an increase in vacation time from two to three weeks for employees with five or more years of employment at an organization, along with a new calculation of public holiday and overtime pay.
• Scheduling: Changes such as the right to request schedule or work location changes, the three-hour rule, and minimum “on call” payment were launched on April 1, 2018.

Here is an example (not a complete list) on changes yet to come:

• Equal Pay for Equal Work: Employers must pay employees the same rate of pay for the same level work, no matter the difference in employment status. For example, a contract or part-time worker must be paid the same as a full-time employee for the same job.
• Compensation: In January 2019, the minimum wage will be increased additionally to $15.00 per hour.

For a complete list of the changes introduced by Bill 148, visit this comprehensive breakdown by Rudner Law.

BILL 148: Understanding and Managing the Impact on Your Business

Preparing for the changes proposed by Bill 148 requires a lot more than a budget change. That’s why on April 4, David Lahey and Stuart Rudner are hosting a power breakfast session to help and prepare employers to react to the new reality of Bill 148. Join us, and learn how Bill 148 is affecting the workforce and how you can protect your organization.

Interested? Register here.