Mondaq Canada: Employment and HR
Gardiner Roberts LLP
It may serve as a practical impediment to an employee seeking redress.
Borden Ladner Gervais LLP
Le 21 septembre 2016, la Cour supérieure, sous la plume de l'Honorable juge André Prévost, a rendu jugement dans l'affaire Singh c. Société terminaux Montréal Gateway.
Norton Rose Fulbright Canada LLP
Indeed, they may be deemed null and void if they are proven to be ambiguous or too broad.
Miller Thomson LLP
This was the question in issue in Syndicat canadien de la fonction publique, SCFP local 2718 et CIUSSS de l'Ouest-de-l'île-de-Montréal, 2016 QCTA 307 which arose out of the factual situation.
Howie, Sacks & Henry
In my past career as a registered nurse, I regularly witnessed the looks of shock and fear on the faces of patients who had just learned of their breast cancer diagnosis.
Torkin Manes LLP
Employers who deliberately choose not to hire candidates because they are "trans-people" are in direct violation of the Code.
Minden Gross LLP
The recent Ontario Superior Court decision of Fillmore v. Hercules SLR Inc. provides a useful summary of the current state of the law on offers of re-employment and a duty to mitigate.
An Ontario Court has ruled that even in cases where an employer has complied with the temporary layoff provisions of the ESA, the layoff does not protect the employer from a successful claim in constructive dismissal...
A laid-off worker's safety-retaliation complaint under the Occupational Health and Safety Act has been dismissed because it was really a complaint about management's assessment of his performance...
Dale & Lessmann LLP
In Keenan v Canac Kitchens Ltd., the Ontario Court of Appeal awarded damages in lieu of 26 months' notice to two dependent contractors.
Ridout Barron
With the advent of social media, employees need to consider the professional ramifications of behaviour outside of work.
Miller Thomson LLP
In the province of Ontario, 15.5% of the population has a disability. In recognition of this fact, the Accessibility for Ontarians with Disabilities Act ("AODA") become law on June 13, 2005.
Alexander Holburn Beaudin + Lang LLP
We take this opportunity to remind you that every employer in British Columbia is required to develop, implement and maintain both a workplace harassment policy and workplace harassment program.
Borden Ladner Gervais LLP
Munoz v Sierra Systems Group Inc<\u002fem>, 2016 BCCA 140, the B.C. Court of Appeal recently considered a notice award of ten months for an employee with less than three years' service. The plaintiff was a skilled IT
Rudner MacDonald LLP
On August 12, 2016, the Ontario Ministry of Labour published its "Code of Practice to Address Workplace Harassment under Ontario's Occupational Health and Safety Act".
Clyde & Co
Dans le cadre d'une enquête en application de l'article 122 du Code des professions, un syndic doit démontrer le fondement de son pouvoir d'agir, aussi clairement que l'exige la situation...
Torkin Manes LLP
Gillian Howe explains how the development of new technologies and business structures has increased the need to clearly define whether a worker is an employee or a contractor.
Torkin Manes LLP
Peter Straszynski discusses a recent court case that demonstrates the risks of mischaracterizing workers as independent contractors.
Torkin Manes LLP
In a landmark decision released in January 2016, the Ontario Court sentenced a project manager to 3.5 years in prison in relation to a scaffold collapse...
Gowling WLG
In July 2015, Gowling WLG advised longstanding Pensions client Rothesay Life on a bulk annuity deal with the Civil Aviation Authority Pension Scheme, worth £1.6 billion.
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Crowe MacKay LLP
Over the past few years, there has been increasing media coverage on the effect of the baby boomer generation reaching retirement age.
Norton Rose Fulbright Canada LLP
On September 8, 2016, Ontario employers will have much more to deal with under health and safety legislation.
Borden Ladner Gervais LLP
Arbitrator Howe upheld the Union's grievance, but refused to order the TTC to shut down its Twitter account.
Technological developments and the need for employers to monitor employees' activities and to minimize accidents and hazards require constant adjustments in order to respect the right to privacy.
Barry Fisher Mediation & Arbitration
The Ontario Court of Appeal reviewed a decision in which the Plaintiff was denied his bonus because there was a provision in the bonus plan which required the employee to be " actively employed"...
McCarthy Tétrault LLP
WorkSafeBC recently announced public consultation and hearings into proposed changes to regulations under the Workers' Compensation Act.
Cox & Palmer
In Passamaquoddy Lodge v CUPE Local 1763 2016 NBQB 056 the Court of Queen's Bench upheld an original arbitration decision condemning an employer for suspending an employee...
Torkin Manes LLP
Ontario's Bill 132 introduced new sexual harassment related provisions to the Occupational Health & Safety Act including a new mandatory investigation obligation in the case of alleged...
Blaney McMurtry LLP
We are now one step closer to the conclusion of the Ontario Ministry of Labour's Changing Workplaces Review, which will potentially result in significant changes to the Employment Standards Act, 2000.
McCarthy Tétrault LLP
Under the Employment Standards Act, 2000, "work" is deemed to be performed when an employee is travelling on business, even if that time is non-productive and outside normal business hours.
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