Mondaq Canada: Employment and HR
Reed Smith
Reductions in force – also known as collective redundancies – can be daunting for employers, both in dealing with employee issues and protecting the company from liability.
Just prior to beginning the holiday season themselves, the Senate of Canada gave federally regulated employers an early gift: the passing of Bill C-525.
Blake, Cassels & Graydon LLP
The Supreme Court of British Columbia’s ruling in Kim v. International Triathlon Union is the first reported court decision to consider termination of a non-union employee for postings made on a social media platform.
McLennan Ross LLP
NWT will then have the highest minimum wage rate in Canada. Currently, Nunavut has the highest minimum wage at $11.00 per hour.
Torkin Manes LLP
Ontario’s Bill 18, the "Stronger Workplaces for a Stronger Economy Act " received royal assent on November 20, 2014.
Dentons (Canada)
The Ontario Labour Relations Board has held that where an employer had complied with a Ministry of Labour inspector’s compliance orders under the Occupational Health and Safety Act, to the satisfaction of the MOL, the operation of the orders should not be suspended while the employer appeals the orders.
In the last couple of years, employers and organizations have seen their costs associated with employee absenteeism skyrocket.
Langlois Kronstrom Desjardins s.e.n.c.r.l.
The month of January generally brings with it a lot of good resolutions. But in addition to personal resolutions, have you thought of making professional ones as well?
Marsh Canada Ltd
Outbreaks of infectious diseases have increased with the advent of globalization.
Dentons (Canada)
In a decision released January 16, 2015, the Supreme Court of Canada once again revisited how much constitutional protection is afforded to the collective bargaining process.
Norton Rose Fulbright Canada LLP
The Québec Charter of Human Rights and Freedoms (Québec Charter) as well as the Canadian Charter of Rights and Freedoms (Canadian Charter) confer a right to freedom of religion and prohibit discriminatory practices based on religion.
McCarthy Tétrault LLP
Just in time for the new year, Alberta’s Personal Information Protection Act (PIPA) was amended by Bill 3, which came into force on December 17, 2014.
Miller Thomson LLP
Law is full of its share of misconceptions. For instance, many people talk about a "rule of thumb" that provides that a terminated employee is entitled to one month per year of employment.
Norton Rose Fulbright Canada LLP
In the recent decision of Cape Breton (Regional Municipality) v CUPE, Local 933, 2014 NSSC 97, the Nova Scotia Supreme Court upheld an arbitrator's decision to conditionally reinstate an employee who had been terminated due to excessive absenteeism.
Osler, Hoskin & Harcourt LLP
An Ontario company was recently fined $250,000 and two of its directors were each ordered to serve 25 days in jail as a result of a workplace fatality.
Stringer LLP
Anyone involved in the human resources side of management will be familiar with the concept of notice periods for terminated employees, and how they are calculated.
McCarthy Tétrault LLP
Until last Friday, the Royal Canadian Mounted Police was Canada’s only police force that was legislatively prohibited from unionizing.
Torkin Manes LLP
In Ontario, a nanny is considered an employee for all employment law purposes, and the person hiring the nanny has the legal responsibilities of an employer.
Norton Rose Fulbright Canada LLP
New rules on union certification for federally regulated employers will take effect June 16, 2015, following the royal assent of Bill C-525.
Dentons (Canada)
Ontario’s Divisional Court has decided that the Workplace Safety and Insurance Act’s age cut-off for loss of earnings benefits for older workers did not violate the Canadian Charter of Rights and Freedoms.
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Gowling Lafleur Henderson LLP
Can your employee punch a co-worker in the face and avoid termination for just cause?
Bull, Housser & Tupper LLP
Commencing January 1, 2015, there will be significant changes to Canada’s immigration system which will impact any individual wishing to become a Canadian permanent resident.
Stringer LLP
The calendar has now changed over to 2015, and with the New Year comes an interesting legal situation for certain employers.
Miller Thomson LLP
The law in Canada with regard to workplace alcohol and drug testing is becoming clearer, and the emerging picture indicates employers need to proceed with caution.
Stikeman Elliott LLP
The decision provides a useful precedent for employers seeking to rely on repeated incidents of misconduct or poor performance to establish just cause for an employee’s dismissal.
As one of the seminal decisions of 2014, USW and Tenaris Algoma Tubes Inc. raised the issues of off-duty conduct, sexual harassment / threats and social media.
Fillmore Riley LLP
Employers are sometimes faced with an employee that is absent from the workplace for legitimate reasons for long periods of time.
McCarthy Tétrault LLP
Many multinational corporations have issued company-wide codes of conduct setting out baseline rules that apply to all of their global operations.
McMillan LLP
In Shirbigi v. JM Food Services Ltd. (2014 BCSC 1927), the B.C. Supreme Court found that an employer could not mask the fact that it had constructively dismissed the plaintiff simply by relocating her place of work.
Cox & Palmer
We have written a number of times regarding cases that significantly depart from the so-called one month per year of service rule of thumb.
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