Originally published in Blakes Bulletin on Pension & Employee Benefits, February 2007
Far-reaching amendments to the Alberta Employment Pension Plans Act (EPPA) and the Employment Pension Plans Regulation (Regulations) are now proclaimed in force and should be noted by all members of Canada’s pension plan community.
The amendments to Alberta’s EPPA and Regulations, in force since August 10, 2006, implement some much-needed clarification to certain sections of the province’s law. In some instances, the amendments ensure Alberta is in step with the standards in other jurisdictions. In other cases, the amendments have implemented formidable policy changes that will place Alberta ahead of other jurisdictions.
Several amendments to the legislation will require plan amendments. All required plan amendments must be submitted to the Superintendent bef
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Directors and officers can face personal liability exposure in a wide range of circumstances, including claims for securities misrepresentation, breach of fiduciary duty, negligence, oppression and liabilities imposed by statute.
Join members of the Blakes Enterprise Risk & Crisis Response group for a practical discussion about the various ways directors and officers can be protected against personal liability and the limits on such protections.
On May 25, 2018, the European Union’s General Data Protection Regulation (GDPR) will come into force. Though not a Canadian law, the GDPR will apply to Canadian businesses that offer goods or services to, or monitor the behaviour of, EU residents.
Canadian businesses that process personal information on behalf of organizations located in the EU will also be impacted. The GDPR imposes stringent and prescriptive requirements on organizations and carries hefty fines for non-compliance. Preparation is imperative.
Join us for an introduction to industrial blockchain as well as a review of its relevance to oil and gas projects and the application of smart contracts within the blockchain and existing doctrines of contract law.
It can be challenging for employers to fulfill their legal duty to accommodate an employee under human rights laws regardless of the nature of request – but particularly so when the request...
With the impending legalization of marijuana and a rise in the number of people using medical marijuana to treat any number of ailments, employers are increasingly concerned about how they will be able to manage or control marijuana use at work.
An employer that terminated an employee alleging just cause was ordered to pay damages for wrongful dismissal, including an award of aggravated damages of $75,000.
In Carroll v ATCO Electric Ltd, 2018 ABCA 146 ("ATCO Electric"), the Alberta Court of Appeal (the "Court") considered the entitlements owing to a senior long-term employee terminated without cause.
When a key employee resigns, an employer may be relieved to escape the costs of often-litigated and sometimes significant termination or severance pay.
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