Written workplace policies are a regular part of the firm's work for employers. Under Ontario's Employment Standards Act, 2000, an employer with 25 or more employees on January 1 of a year must have a written policy on disconnecting from work. That same employer also needs a written policy on the electronic monitoring of employees. An employment lawyer in Toronto at the firm can draft both policies and check each one against the Act. The firm also reviews older employee handbooks when the law changes, and it advises employers on discipline when an employee breaks a policy.

"A written policy gives employees and managers the same set of rules to work from. We write each policy around how the employer runs its workplace, and staff can read it once and understand what is expected of them," said a spokesperson for Hyde HR Law.

John Hyde advises management on labour and employment law, and he has represented clients before administrative tribunals in Ontario. He has written articles for labour and employment publications. He has also presented seminars on labour and employment law. The firm serves clients across Canada, and its employer blog covers topics such as layoffs and employment contracts.

The Act sets the deadline for these two policies. An employer that reaches 25 employees on January 1 has until March 1 of that year to implement both policies. The firm prepares the drafts for employers within that window.

About Hyde HR Law

Hyde HR Law is a boutique employment and labour law firm that acts for employers and employees. For employers, the firm drafts contracts and workplace policies and defends wrongful dismissal and human rights claims. Employees come to the firm for severance advice and contract reviews. Unionized workplaces can bring in a labour law specialist from the firm for collective bargaining and labour arbitrations. The firm also conducts workplace investigations. For more information, visit https://hydehrlaw.com/ .