The spread of the COVID-19 pandemic has come to the forefront of media attention around the globe in the past two weeks. As North America began to brace for a spike in infection rates that would inevitably occur, the Canadian government made several serious public health decisions. The closures of public schools, universities, and many workplaces turning to a ‘work-from-home’ model have caused significant changes in the way our society interacts with each other, and most certainly their employers.

An article written in Global News on March 22^nd, and further updated on March 27^th, explores what many employees were struggling with up until this point: what should I do if my employer will not let me work from home? Since this time, Premier Doug Ford has announced the mandatory shut-down of all non-essential services and businesses in Ontario. This article specifically explores how many employees must navigate their relationship with employers in the wake of these various decisions. Further exploring how many employees still feel unsafe in the workplace, and that there are concerns with the ways in which employers are responding to the pandemic. This issue must be addressed in a way that prioritizes the safety of employees and reducing the spread of the pandemic over the interests of individual businesses or the economy. An economy can rebuild, human lives cannot.

The pandemic has created serious problems for employment relations in Canada, including “reduced hours at a services job, needing extra time off to take care of children, or not enough safety precautions being implemented…” (Global News, 2020). The article interviews “Rachel” an employee of a legal cannabis store in Toronto who feels unsafe at work, and that in-person cannabis sales is not an essential service. Rachel’s work week has been cut down from 40 hours a week, to one 4-8 hour shift. Her employer has given all employees the opportunity to reject this weekly shift, but concerns exist that if they reject the shift they will not be able to apply for Employment Insurance (EI), or may lose their job entirely. In a normal situation, Jennifer Heath, an employment lawyer in Toronto, says that Rachel could apply for a severance package, but she would have to wait months for courts to re-open and sympathy would likely be limited due to so many similar cases in Ontario.

As new government announcements occur almost hourly, many employees and employers alike are confused, unprepared and concerned about the status of their employment, and their businesses. This issue affects both workers and employers, and potential solutions must address the concerns of both parties. Several solutions are listed in this article, many of which address how to approach employers about safety concerns in the workplace, including bringing your employer relevant information and protocols that similar companies are undertaking. Facilitating open communication about the right to refuse unsafe work is an important component of employment relations in today’s current climate. Given the knowledge that has been presented, and the government’s public health recommendations, those who can work from home, should be doing so, and if communication with employers is futile, legal action may be required.

Employer still not letting you work from home? How to navigate coronavirus office upheaval. Global News, 22 March 2020. https://globalnews.ca/news/6708762/working-from-home-coronavirus/

#EMPR200

The Government of Ontario is not only failing the educators of Ontario but also our students, directly impacting the future of our province. In mid-January, the Elementary Teachers’ Federation of Ontario (ETFO) announced its strike notice, stating that its members would begin one-day strike rotations unless the government of Ontario could commit to an acceptable deal by the end of the week. This action followed the Ontario Secondary School Teachers’ Federation’s (OSSTF) sixth strike action of the past 6 weeks. (CBC News, 2020). In response, the Ministry of Education announced its decision to compensate families for any inconveniences caused by the strikes, with compensation ranging from $40-60 per child, per day. The ETFO condemns this action, stating “the province is trying to bribe parents.” (CBC News, 2020). This issue demonstrates the dire need for the Government of Ontario to put the needs of the province’s students ahead of political games and publicity. As the EFTO suggested, this money should be put towards improving the fractured education system of Ontario, the very source of this original grievance.

The Ministry of Education defends its decision to provide compensation for families, with Minister Stephen Lecce stating that it was an “effort by the province to be proactive.” (CBC News, 2020).  If the Ministry of Education was truly concerned about being proactive, it likely would not have let the situation with the ETFO and the OSSTF escalate to the degree that it has. There are several main complaints that are the source behind the ETFO’s decision to strike. Perhaps most significantly, teachers are requesting a higher wage increase than what the government has offered them. Instead of a 2% increase as requested by the ETFO, the province has refused to budge, insisting that a 1% increase is more than sufficient. Further, the ETFO advocates for increased support for students with special needs and addressing violence in schools, among other systemic improvements (CBC News, 2020).

The EFTO has said to be following the patterns of the OSSTF action against the Ministry of Education. The fact that both of these major unions are striking against the Conservative government of Ontario demonstrates the significance of work and employment relations as the very core of this issue. Two major unions have decided to take action in order to protect the best interests of its employees, and by extension, the quality of education available to Ontario’s children. Without unions, it is scary to imagine what the state of our education system might look like. The Conservative government has continued to demonstrate a lack of consistency and indifference towards improving the education system, instead focusing on saving public face and advancing a political agenda. This begs the question, how can this issue be solved? For starters, the Ministry of Education needs to take concrete steps to demonstrate that they are willing to work with negotiators at the  ETFO, and most importantly, need to prioritize the teachers and students of this province.  

Hi everyone! My name is Jaclyn Cossarini, I am currently in my fourth year majoring in History with a minor in Health Studies. This is my last semester here at Queen’s and I’m very excited to be entering the workforce. My plans as of now are to take a gap year and work at a non-profit in my hometown of Toronto. My post-graduate degree plans vary depending on the day, but I am considering a post-graduate diploma in Public Relations or Human Resources. I also plan to write my LSATs and apply to law schools after further education. Personally, I am very involved on campus, working at TAPS and as the Speakers Lead for TEDxQueensU. I am interested in learning more about employment relations to gain a more general knowledge of where my interests lie within the field, in order to better determine whether I should consider a career geared towards Human Resources or Public Relations. #empr200

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