Special thanks to Sarah Adler, Immigration Legal Counsel.
Our webinar was designed to bring Canadian in-house counsel and human resources leaders up to speed on the top labour, employment and human rights law developments of 2022 and to prepare them for what’s on the horizon in 2023.
Using our “quick hits” format, we
To wrap up 2022 and prepare for 2023, we highlighted key developments in Canadian labour and employment law:
1. COVID-19 Update
Workplace Vaccination Policies
Mandatory vaccination policies remained a prevalent issue in 2022. The first decisions to provide guidance on this topic came out of unionized workplaces, with many upholding vaccination policies.
The new year brings new challenges for employers. Join us as we take stock of changes over the last year and strategize for what’s on the horizon.
In our 75-minute “quick hits” format, we’ll help Canadian in-house counsel and human resources leaders track what to keep top-of-mind for 2023. We’ll also provide practical takeaways to help
As we near the end of 2022 and bonus season is right around the corner, now is a great time for employers to review and update their employment agreements. In order to make changes to an existing employment agreement, the employer must give the employee “consideration.” Without consideration, the changes would not be enforceable.
Consideration
Special thanks to Sarah Adler, Immigration Legal Counsel, and Simran Nandha for their assistance with this blog.
Further to the increased compliance requirements from Employment and Social Development Canada (ESDC) and Immigration, Refugee, and Citizenship Canada (IRCC) on all employers which commenced on September 30, 2022 (Government of Canada strengthens protections for temporary foreign
Special thanks to Arlan Gates and Justine Johnston.
Amendments to the Competition Act that come into force on June 23, 2023 will make it a criminal offence for employers to enter into no poach, wage fixing or other agreements related to the terms and conditions of employment in Canada.
In this In Focus video,
In September 2022, the Ontario Court of Appeal in Pavlov v. The New Zealand and Australian Lamb Company Limited (“Pavlov“) confirmed that an employer may be liable for a longer notice period, even for a short-term employee, based on prevailing economic factors beyond the parties’ control. In this case, it was COVID-19.
Background
Employers are being faced with difficult decisions about potentially reducing their headcount to eliminate redundant positions in light of a shift in the economic climate and an increased focus on business efficiency.
With any termination comes liability.
In this 3-part series of In Focus videos specific to Reductions in Force, our Labour and Employment
In May 2020, the Government of Ontario first introduced O. Reg. 228/20: Infectious Disease Emergency Leave (the “Regulation”) under the Employment Standards Act, 2000 (the “ESA”). The Regulation provided employers with temporary relief from the notice of termination and severance pay obligations under the ESA during the COVID-19 period. The Regulation first defined the
On July 13, 2022, the Government of Ontario published a chapter in its guide to the Employment Standards Act (“ESA”) on the recently legislated requirement for employers to develop a written policy on electronic monitoring. “Electronic monitoring” includes all forms of employee monitoring that is done electronically. The purpose of this new requirement is for
