Our colleague Mark Firman from our Toronto office has recently
posted a couple of short pieces to help sort out the differences
and pros and cons between defined benefit and defined contribution
These are good reads for anyone thinking about setting up,
reviewing or changing pension plans.
Look here to see Part I –
Then you can look here to see the sequel –
The Wolf in Sheep's Clothing.
An Ontario arbitrator has decided an issue of increasing concern
to employers everywhere – what can be done about tattoos and
body piercings? The answer: not much, without objective evidence of
an adverse effect on your business. Thanks to our colleagues
Meaghan McWhinnie and Robb Macpherson in our Toronto office for
writing about this case ...
It is not often that employers and HR practitioners have to
worry about extortion, but the recent
story about Drake International makes this a good time to
remind employers of their obligations with employee personal
information. Drake was the victim of a computer hacking and
extortion scheme. Instead of kidnapping a person, hackers are now
In earlier posts,
here, we discussed some legal issues that arise in workplace
investigations. In this post, we will discuss some of the privacy
issues that can arise. The investigator is often asked by nervous
employees whether their identity and the information they give will
be kept confidential. This cannot be guaranteed. Employees being
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
A former teacher at Bodwell High School has learned a valuable lesson from the B.C. Human Rights Tribunal— it is not discriminatory for an employer to offer child-related benefits to only employees with children.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
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