The Ontario government recently passed the Working for Workers Four Act, 2023, bringing significant changes to workplace laws affecting employers across the province. Here are the key updates that businesses need to act on immediately:
1. **Disclosure of AI Use:** Employers using artificial intelligence to screen or assess job applicants must now disclose this information in the job description.
2. **Job Postings:** Job postings are now required to include an expected salary or wage range for each position. Additionally, requiring Canadian experience in public job postings is prohibited. Employers must retain copies of job postings for three years after removal or role fulfillment.
3. **No Unpaid Trial Shifts:** The Act prohibits employers from using unpaid trial shifts as part of the interview process for service and restaurant workers. Any trial shifts must be compensated.
4. **Potential NDA Restrictions:** While not yet passed into law, the government is exploring limitations on non-disclosure agreements (NDAs) in settlements related to workplace sexual harassment and misconduct. Employers facing such claims should proceed cautiously.
These updates aim to create a fairer and more transparent environment for workers and employers alike in Ontario. It is crucial for businesses to review their practices and ensure compliance with the new requirements imposed by the Working for Workers Four Act, 2023.
Frequently Asked Questions (FAQs) Related to the Above News
What is the Working for Workers Four Act, 2023?
The Working for Workers Four Act, 2023 is a new legislation passed by the Ontario government that introduces changes to workplace laws affecting employers in the province.
What do employers need to disclose regarding artificial intelligence (AI) use in job postings?
Employers using AI to screen or assess job applicants must disclose this information in the job description.
What is now required to be included in job postings?
Job postings must now include an expected salary or wage range for each position. Additionally, requiring Canadian experience in public job postings is prohibited.
Can employers still use unpaid trial shifts as part of the interview process?
The Act prohibits employers from using unpaid trial shifts as part of the interview process for service and restaurant workers. Any trial shifts must be compensated.
What potential restriction is the government exploring regarding non-disclosure agreements (NDAs)?
The government is exploring limitations on NDAs in settlements related to workplace sexual harassment and misconduct. Employers facing such claims should proceed cautiously.
Please note that the FAQs provided on this page are based on the news article published. While we strive to provide accurate and up-to-date information, it is always recommended to consult relevant authorities or professionals before making any decisions or taking action based on the FAQs or the news article.
