School’s Back in Session! Enroll in our Global Mobility University on Thursday, November 3, 2016 to participate in a full-day, interactive learning program designed to provide international HR, immigration, employment and tax professionals with an introduction to the legal and tax considerations surrounding employee mobility. All participants will be provided with course material, including checklists and takeaways, and will enjoy a networking reception with colleagues from peer companies after the program. The Global Mobility University will have a limited enrollment to ensure an ideal environment for an interactive learning experience.
Continue Reading Upcoming Conference – Global Mobility University
Upcoming Seminar – Navigating the Compliance Minefield – Part 1: Employer Responsibilities
Join us on Tuesday, September 13, 2016 for a live seminar at our Toronto office. In our seminar, Navigating the Compliance Minefield – Part 1: Employer Responsibilities, a panel of top lawyers from our Toronto employment team will shed light on the compliance obligations for employment standards, occupational health & safety, and accessibility, including
EEOC Announces Revised Proposal for US Employers to Report Pay and Hours Data
Canadian businesses with operations in the United States should be aware that the US Equal Employment Opportunity Commission (“EEOC”) recently unveiled its amended proposal to collect summary pay data from employers with 100 or more employees. Under the proposed amendments, employers who already file an Employer Information Report (EEO-1) will be required to also report
Global Employment Handbooks: 1 Size Does Not Fit All
The following article, authored by my colleagues Susan F. Eandi, Louise Balsan and Caroline Burnett, examines the importance of global employment handbooks and why multinationals cannot simply rely on their domestic handbook as they expand abroad. The authors present three primary approaches for multinationals to consider as they prepare their global handbooks. Although written in the context of U.S. multinationals, many of the principles discussed in the article have application to Canadian multinationals as well.
Continue Reading Global Employment Handbooks: 1 Size Does Not Fit All
Brexit: How might employment law be affected by the UK’s decision to exit the EU?
This morning’s announcement that the British public have voted in favour of a so-called “Brexit”, has the potential to be one of the most significant events in recent British history. The precise implications of Brexit will depend upon exactly how the UK’s future relationship with the EU will be structured. We have put together an
Podcast: Beyond the Headline – The New Overtime Rule
Since the highly anticipated overtime rule was announced on May 18, 2016, the U.S. Department of Labor’s changes have been top of mind for Canadian businesses with operations in the U.S., and our clients have reached out to us with a number of questions regarding the Final Rule’s impact on their organizations. In this podcast,
Upcoming Webinar – How to Be Your Company’s Superhero: The Top US Employment Developments You Need to Know for 2016
The first half of 2016 has already brought significant developments in employment law in the United States, triggering changes that companies with operations in the US must implement and plan for now. From final Department of Labor regulations increasing the salary requirements for exempt employees, to the new federal trade secrets law that will require updates to confidentiality agreements, in-house counsel and HR professionals have to develop best practices and strategies to navigate and comply with several new initiatives today. How can you help “save the day” for your company?
US Department of Labor Publishes Final Overtime Rules
Canadian businesses with operations in the United States should be aware of recent and significant changes to the overtime rules. Yesterday, the US Department of Labor (DOL) published the long-awaited amendments to the “white collar” exemptions for executive, administrative, and professional employees, as well as the provision governing highly-compensated employees. The Final Rule significantly increases the minimum salary an employee must earn to qualify for a white collar exemption and for the highly compensated employee exemption under federal law. The increased minimum salary must be implemented by December 1, 2016, which gives employers approximately 200 days to prepare for and comply with the Final Rule.
Continue Reading US Department of Labor Publishes Final Overtime Rules
Dependent Contractors are Entitled to Reasonable Notice (and Potentially Lots of It)
The Ontario Court of Appeal recently confirmed not only that dependent contractors are entitled to reasonable notice of termination, but that 26 months can be an appropriate notice period for long-service dependent contractors.
Continue Reading Dependent Contractors are Entitled to Reasonable Notice (and Potentially Lots of It)
Going Global: A Practical Survival Guide for Canadian Multinational Employers (May 28, 2015)
This two-hour CLE program will provide in-house counsel, HR professionals and business leaders with practical guidance and checklists to tackle the key issues that arise when their company moves into new jurisdictions around the world. We will look at three critical elements of international expansion:
- Getting the Structure Right, Early. What factors do you consider when choosing the type of business entity to use for a particular type of business, long term objective and country? Understand the impact your choice of business entity can have on your future business and related legal issues.
- Realities of Global Employment. What are the most significant international employment, hiring and termination issues for in-house counsel dealing with international expansion and ongoing operations? Take away strategies to help you avoid the biggest pitfalls and successfully manage a global workforce.
- Equity Compensation. How are companies thinking about equity outside of Canada? Learn whether the use of equity grants to provide future incentives and variable compensation for executives and other employees is available or advisable in other jurisdictions in light of securities law, tax withholding/reporting, exchange controls and other requirements.