Bill 54: Personal Information Protection Amendment Act,
2009 received Royal Assent on November 26, 2009 and will come
into force by proclamation. The proposed changes to the
Personal Information Protection Act (PIPA) are intended to
strengthen the existing protections of personal information and
better align the protections with emerging business practices. The
key amendments to PIPA include:
requiring organizations to notify individuals if their personal
information is transferred to a service provider outside of
making it an offence for an organization to fail to notify the
Alberta Information and Privacy Commissioner of a privacy breach
that could result in a real risk of significant harm to an
clarifying the provisions regarding the collection, use and
disclosure of personal information of current and former employees,
including some revised consent provisions;
clarifying provisions regarding the retention and destruction
of personal information;
streamlining the Alberta Information and Privacy
Commissioner's processes; and
adding new offence provisions (for example, it will be an
offence for an organization to take adverse action against a
These amendments will require organizations to:
amend their privacy policies;
review their procedures surrounding the transfer of personal
information across borders;
ensure that the Alberta Information and Privacy Commissioner is
contacted with respect to privacy breaches that could cause
significant harm to an individual; and
ensure adequate record retention and destruction processes are
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.
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).