On May 5, 2015, Alberta voters elected the New Democratic Party
(NDP) to form government, an event that many said could never
happen in that province. Much will be said about the changes that
will come to Alberta as a result of this political earthquake. One
key area is labour market policy.
Historically, the NDP has been closely aligned with trade unions
and gives serious attention to labour issues. What does the NDP
have in store for Alberta? Of course, no laws have yet been passed,
but we can find clues in NDP policy and in statements made by
Premier-Elect Rachel Notley during the 2015 provincial
The NDP has promised to:
Increase the minimum wage to $15 per hour by 2018.
Restore the Summer Temporary Employment Program (STEP) program
by investing $10 million annually and partnering with
municipalities and community organizations to create 3,000 jobs for
students each year.
Create 27,000 new jobs in Alberta by rewarding businesses that
hire new employees in Alberta with a targeted Job Creation Tax
Credit. The tax credit plan will encourage new hiring by refunding
10% of each new employee's salary to a maximum salary of
$50,000. The plan will support up to 100 new hires at
participating businesses. Participation will be measured
through employer payroll increases and employment insurance
Reverse cuts to apprenticeship training.
Create jobs in Alberta by promoting upgrading and refining of
resources in Alberta (part of the platform relating to the NDP plan
to establish a Resource Owners' Rights Commission and to
conduct a review on resource development and resources).
If and when these proposals are put into effect, Alberta
employers would see some increases to employee costs, but also new
financial incentives to create both temporary and permanent jobs.
It is pure speculation to say what effect such changes, in
conjunction with other NDP economic policy and an unpredictable oil
sector, will mean for the Province.
Gowlings will monitor the situation closely to ensure its
clients are informed about changes to the law, such as employment
standards and programs which may support employers in Alberta.
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.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
The prospect of an internal investigation raises many thorny issues. This presentation will canvass some of the potential triggering events, and discuss how to structure an investigation, retain forensic assistance and manage the inevitable ethical issues that will arise.
From the boardroom to the shop floor, effective organizations recognize the value of having a diverse workplace. This presentation will explore effective strategies to promote diversity, defeat bias and encourage a broader community outlook.
Staying local but going global presents its challenges. Gowling WLG lawyers offer an international roundtable on doing business in the U.K., France, Germany, China and Russia. This three-hour session will videoconference in lawyers from around the world to discuss business and intellectual property hurdles.
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.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).