The widespread introduction of legislation protecting the
actions of 'whistleblowers', and increased public
expectations of global corporate accountability, mean that
businesses need to adopt a proactive approach to managing
allegations or disclosures that point to misconduct within their
organisation. Not understanding the law surrounding whistleblowing
can be costly for businesses in terms of potential claims as well
as damage to reputation.
Whistleblowing is a high priority on international and national
anti-corruption agendas, and is continuing to grow in importance,
highlighting whistleblowing's relevance as a corporate
governance and regulatory tool.
To help our clients navigate and understand the varying laws
relating to whistleblowing, we have produced a global guide which
gives businesses a practical overview of the legislation applicable
to 'whistleblowing' in 49 jurisdictions around the
This is the most extensive guide to whistleblowing laws that has
ever been produced.
Norton Rose Fulbright Canada LLP
Norton Rose Fulbright is a global legal practice. We provide
the world's pre-eminent corporations and financial institutions
with a full business law service. We have more than 3800 lawyers
based in over 50 cities across Europe, the United States, Canada,
Latin America, Asia, Australia, Africa, the Middle East and Central
Recognized for our industry focus, we are strong across all
the key industry sectors: financial institutions; energy;
infrastructure, mining and commodities; transport; technology and
innovation; and life sciences and healthcare.
Wherever we are, we operate in accordance with our global
business principles of quality, unity and integrity. We aim to
provide the highest possible standard of legal service in each of
our offices and to maintain that level of quality at every point of
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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.
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.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
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