Katerina Miller, Employment and Disability Lawyer

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Today, I want to bring attention to a medical condition called Hyperemesis Gravidarum (HG) and discuss ways to handle it in the workplace.

Hyperemesis Gravidarum is an intense form of morning sickness that affects some pregnant women, causing severe symptoms like ongoing nausea, vomiting, weight loss, and dehydration. Dealing with HG can be extremely challenging, both on a personal and professional level.

If you are experiencing HG, here are some steps you can follow when it comes to your job:

Inform Your Employer: Once you feel comfortable, let your employer know about your pregnancy and the diagnosis of HG. Be clear about the need for medical leave or any accommodations you may require.

Provide Medical Documentation: Obtain a letter from your healthcare provider confirming your HG diagnosis and recommending medical leave or specific workplace adjustments.

Suggest Reasonable Accommodations: If you are able to continue working, propose practical and feasible accommodations that could help you manage your symptoms while maintaining your work performance. For instance, consider flexible work hours, remote work options, or a private area to rest when needed.

Be Aware of Your Legal Protections: Familiarize yourself with the pregnancy-related laws and regulations in your country or region. Many places have protections against discrimination for pregnant employees and provide rights to reasonable accommodations.

Maintain Open Communication: Stay in regular contact with your employer to keep them updated on your condition and any necessary changes throughout your pregnancy.

Remember, your health and the well-being of your baby should be your top priority.

If you or someone you know is dealing with HG, feel free to reach out for advice. Let's spread awareness and create an inclusive and supportive work environment for everyone.

Katerina Miller
Barrister, Solicitor & Notary Public

This material is for informational purposes only and should not be relied upon as legal advice

Let's discuss your situation BEFORE you take any steps or make any decisions

Below are some scenarios in which seeking the advice of an employment lawyer can be advantageous before proceeding with any course of action.

BEFORE YOU QUIT YOUR JOB

By speaking with an employment lawyer before quitting your job you can gain a better understanding of your rights and obligations, as well as the potential consequences of quitting. This can help you make a more informed decision about your future and ensure your rights are protected.

BEFORE YOU SIGN A "NEW" EMPLOYMENT CONTRACT

If your employer is asking you to sign a new employment contract, it is important to understand the changes proposed and the impact on your rights. An employment lawyer can review the contract and explain the terms, so you can make an informed decision about whether to sign it.
Therefore, before you sign on the dotted line, you may want to consult an employment lawyer to make sure the terms and conditions are fair and that you are not giving up your rights or interests.

BEFORE YOU ACCEPT ANY CHANGES TO YOUR WORK TERMS

If the employer asks to unilaterally change the terms of your employment, such as reduction in pay or working hours, before you agree to the changes, it is important to speak with an employment lawyer to understand the legal consequences.

BEFORE YOU START A MEDICAL LEAVE OF ABSENCE

If you need to take time off from work for a medical issue, it is important to understand your rights under the applicable laws. An employment lawyer can help you determine your rights and the employer’s obligations in case of a medical leave.

BEFORE ACCEPTING A SEVERANCE PACKAGE

A severance package can have significant implications for your future financial stability and an employment lawyer can help you understand the terms and conditions of the offer, as well as negotiate a better deal if necessary.
So, before you accept the golden parachute and start planning your retirement party, you may want to run the severance package offered by an employment lawyer.

If you have any doubts or worries regarding your rights, or if you feel that your rights are being violated, please contact me for a free initial consultation.

Katerina Miller Barrister, Solicitor & Notary Public

This material is for informational purposes only and should not be relied upon as legal advice

5 THINGS YOUR EMPLOYER CANNOT DO

As an employee in the province of Ontario, it is important to be aware of your rights in the workplace and the actions that your employer is prohibited from taking toward you. The employment laws and regulations in Ontario are in place to protect your rights and ensure a fair and safe working environment. In this article, we will discuss some of the things that your employer in Ontario cannot do.

1. DISCRIMINATE AGAINST YOU

Discrimination in the workplace is illegal in Ontario and your employer is prohibited from engaging in any discriminatory practices. This includes discrimination based on race, religion, sexual orientation, gender, age, or any other prohibited grounds. Additionally, your employer must make reasonable accommodations for employees with disabilities, unless such accommodations would result in an undue hardship.

2. HARASS YOU

Harassment in the workplace is also prohibited in Ontario. Your employer must provide a workplace that is free from harassment and must take appropriate measures to address any incidents that may occur. Harassment can take many forms, including physical, verbal, or psychological abuse, and can have a significant impact on your well-being.

3. CHANGE THE TERMS OF YOUR EMPLOYMENT

It is essential to be aware that your employer cannot unilaterally change the terms of your employment without your agreement. This includes changes to your job duties, hours of work, or pay. In case of changes without your consent, you may have the right to take legal action against your employer and seek damages.

4. FAIL TO PAY YOU ON TIME

As an employee in Ontario, you have the right to be paid promptly and accurately for the work you have performed. The payments must include all the required deductions, such as taxes, Canada Pension plan contributions, and Employment Insurance premiums.

5. WRONGFULLY DISMISS YOU

Your employer cannot terminate your employment without proper notice or compensation, as required by law. In the event of wrongful dismissal, an employee in Ontario may have the right to bring a claim for damages against their former employer. The remedies available to an employee may vary, depending on the circumstances of the dismissal.

To conclude, employees in Ontario should be cognizant of their workplace rights and the actions that their employer is not permitted to take against them.

If you have any doubts or worries regarding your rights, or if you feel that your rights are being violated, please contact me for a free initial consultation.

Katerina Miller Barrister, Solicitor & Notary Public

This material is for informational purposes only and should not be relied upon as legal advice

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“TO DO” List After a Slip & Fall Accident

1. Document the date, time and address of the accident
2. Report the accident
3. Take clear pictures of the slip & fall location
4. Take clear pictures of the hazard (snow/ water/ ice etc.)
5. Take clear pictures of your injuries
6. Get the details and contact information of witnesses, if any
7. Get medical attention
8. Preserve your footwear
9. Do not speak with insurance adjusters
10. Contact a personal injury lawyer ASAP