Uncategorized Archives - Centre for Future Work https://centreforfuturework.ca/category/uncategorized/ A non-partisan centre of excellence, developing timely and practical policy proposals to help make the world of work better for working people and their families. Sat, 25 Jun 2022 01:00:14 +0000 en-US hourly 1 https://wordpress.org/?v=7.1.3 https://centreforfuturework.ca/wp-content/uploads/2025/03/CFWicon-75x75.png Uncategorized Archives - Centre for Future Work https://centreforfuturework.ca/category/uncategorized/ 32 32 Ontario’s ‘Right-to-Disconnect’ is no Such Thing https://centreforfuturework.ca/2022/06/24/ontarios-right-to-disconnect-is-no-such-thing/ Sat, 25 Jun 2022 00:51:17 +0000 https://centreforfuturework.ca/?p=1670 The Ford government in Ontario, portraying itself as being on “the side of workers,” recently passed legislation setting out certain requirements for some businesses in the province regarding expectations of workers’ availability outside of normal working hours. This legislation has been widely, but very inaccurately, reported as a “right to disconnect.” Some coverage has even fawned that Ontario is now the first jurisdiction in North America to protect this right. This claim is transparently false – and individuals who (wrongly) believe that such a right exists might take actions (such as refusing instructions from their employer) that could jeopardize their employment. The Ontario law simply requires that firms with over 25 employees operating in the province must post and communicate their policy regarding “disconnection” outside of normal working hours. There are no requirements in the legislation whatsoever regarding what that policy should contain, and whether or not workers do indeed have any right to reject work (including instructions sent via email, text, or other remote devices) outside of normal hours. The reality is that workers do not generally have that right – unless they are protected by a union contract. Centre for Future Work Director Jim Stanford discussed with journalist Holly McKenzie-Sutter the superficial nature of the new Ontario policy, and why unionizing actually offers much better protection for workers concerned with the technology-facilitated creep of work into their unpaid time. See the full story here: There is an enormous dichotomy in Canadian employment law between non-union workplaces (where people can be fired for any reason, with minimum notice or pay in lieu) and union workplaces (where just cause rules are enforced). It’s the clearest benefit of unionizing. The Ford government’s symbolic and manipulative “right to disconnect” policy (which offers no such right at all) has inadvertently highlighted this dichotomy: if you want protection for ANY of your rights at work (including a right to disconnect), having a union is essential. In the meantime, workers should be careful about learning about their labour rights from government press releases recycled uncritically as news. Someone who heard on TV that they now have a “right to disconnect” might then tell their boss to stuff it, the next time they are asked to return emails on the weekend. But under Ontario law, they could get fired anyway – unless, of course, they have a union.

The post Ontario’s ‘Right-to-Disconnect’ is no Such Thing appeared first on Centre for Future Work.

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The Ford government in Ontario, portraying itself as being on “the side of workers,” recently passed legislation setting out certain requirements for some businesses in the province regarding expectations of workers’ availability outside of normal working hours.

This legislation has been widely, but very inaccurately, reported as a “right to disconnect.” Some coverage has even fawned that Ontario is now the first jurisdiction in North America to protect this right. This claim is transparently false – and individuals who (wrongly) believe that such a right exists might take actions (such as refusing instructions from their employer) that could jeopardize their employment.

The Ontario law simply requires that firms with over 25 employees operating in the province must post and communicate their policy regarding “disconnection” outside of normal working hours. There are no requirements in the legislation whatsoever regarding what that policy should contain, and whether or not workers do indeed have any right to reject work (including instructions sent via email, text, or other remote devices) outside of normal hours. The reality is that workers do not generally have that right – unless they are protected by a union contract.

Centre for Future Work Director Jim Stanford discussed with journalist Holly McKenzie-Sutter the superficial nature of the new Ontario policy, and why unionizing actually offers much better protection for workers concerned with the technology-facilitated creep of work into their unpaid time. See the full story here:

Ontario's right to disconnect law too vague to help work-life balance, experts say

There is an enormous dichotomy in Canadian employment law between non-union workplaces (where people can be fired for any reason, with minimum notice or pay in lieu) and union workplaces (where just cause rules are enforced). It’s the clearest benefit of unionizing.

The Ford government’s symbolic and manipulative “right to disconnect” policy (which offers no such right at all) has inadvertently highlighted this dichotomy: if you want protection for ANY of your rights at work (including a right to disconnect), having a union is essential.

In the meantime, workers should be careful about learning about their labour rights from government press releases recycled uncritically as news. Someone who heard on TV that they now have a “right to disconnect” might then tell their boss to stuff it, the next time they are asked to return emails on the weekend. But under Ontario law, they could get fired anyway – unless, of course, they have a union.

The post Ontario’s ‘Right-to-Disconnect’ is no Such Thing appeared first on Centre for Future Work.

]]> Child Care Expansion Would Boost Economic Recovery, Study Finds https://centreforfuturework.ca/2020/11/17/child-care-expansion/ Tue, 17 Nov 2020 16:55:25 +0000 http://centreforfuturework.ca/?p=612 Implementing a new national child care system would generate several important benefits for Canada’s economy as it recovers from the COVID-19 pandemic and recession, according to new research from the Centre for Future Work. A universal national early learning and child care (ELCC) program would create over 200,000 direct jobs in child care centres, 80,000 more jobs in industries which support and supply the ELCC sector, and facilitate increased labour force participation and employment by up to 725,000 Canadian women in prime parenting years. The report, prepared by economist Dr. Jim Stanford (Director of the Centre for Future Work), also projects large increases in Canadian GDP as a result of direct ELCC provision and increased female labour force participation. By the end of a 10-year implementation period, annual Canadian GDP would be $63 to $107 billion greater than it would have been without expanded child care. Extra government revenues collected as a result of increased economic activity would add $17 to $29 billion to government coffers per year – split between the federal and provincial governments. That would be more than enough to cover the total costs of a national ELCC program. The recent federal Throne Speech committed to a rapid roll-out of a new national ELCC plan. This research indicates that such a plan would add significant momentum to Canada’s macroeconomy in the wake of the pandemic. Please read the full report, The Role of Early Learning and Child Care in Rebuilding Canada’s Economy after COVID-19. The report was commissioned by the Child Care Now coalition.

The post Child Care Expansion Would Boost Economic Recovery, Study Finds appeared first on Centre for Future Work.

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Implementing a new national child care system would generate several important benefits for Canada’s economy as it recovers from the COVID-19 pandemic and recession, according to new research from the Centre for Future Work.

A universal national early learning and child care (ELCC) program would create over 200,000 direct jobs in child care centres, 80,000 more jobs in industries which support and supply the ELCC sector, and facilitate increased labour force participation and employment by up to 725,000 Canadian women in prime parenting years.

The report, prepared by economist Dr. Jim Stanford (Director of the Centre for Future Work), also projects large increases in Canadian GDP as a result of direct ELCC provision and increased female labour force participation. By the end of a 10-year implementation period, annual Canadian GDP would be $63 to $107 billion greater than it would have been without expanded child care.

Extra government revenues collected as a result of increased economic activity would add $17 to $29 billion to government coffers per year – split between the federal and provincial governments. That would be more than enough to cover the total costs of a national ELCC program.

The recent federal Throne Speech committed to a rapid roll-out of a new national ELCC plan. This research indicates that such a plan would add significant momentum to Canada’s macroeconomy in the wake of the pandemic.

Please read the full report, The Role of Early Learning and Child Care in Rebuilding Canada’s Economy after COVID-19. The report was commissioned by the Child Care Now coalition.

The post Child Care Expansion Would Boost Economic Recovery, Study Finds appeared first on Centre for Future Work.

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