In today’s rapidly changing world of workplace compliance, global organizations must not only comply with the laws of their headquarters but also the laws of the countries where their workforces and even their suppliers operate. Many seemingly compliant organizations face unseen global workplace and supply chain compliance risks, causing great concern among corporate leaders. In addition to potential harm to workers, failing to manage global workplace risks can have a significant, long-lasting impact on business strategies, legal risk profile and brand reputations. How can you help “save the day” for your company?
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The Rana Plaza Class Action – Is Canada the Next Frontier for Global Human Rights Litigation?
Loblaws, Joe Fresh, Nevsun Resources, Hudbay Minerals, and Tahoe Resources. What do these Canadian companies have in common? They have been targeted in significant lawsuits in Canadian courts for alleged labour and/or human rights violations in their overseas operations or supply chains.
Canadian multinational corporations must take note that our courts are revealing a new willingness to expand their jurisdictional reach in light of modern commercial realities and perceived corporate impunity (see: Chevron Corp. v. Yaiguage, 2015 SCC 42), and they are keeping an open mind as to whether a duty of care exists between Canadian companies and the foreign workers who produce their products (see: Choc v. Hudbay Minerals Inc., 2013 ONSC 1414). This emerging trend in Canada is taking place against the backdrop of hardening and expanding international business and human rights standards and norms.
A key test case for this shift in Canada is the ongoing class action lawsuit against Loblaws and Joe Fresh (the “Loblaws Defendants“), which was launched by Bangladeshi garment workers in response to the well-known 2013 Rana Plaza collapse in Dhaka, Bangladesh, which killed 1,130 workers.Continue Reading The Rana Plaza Class Action – Is Canada the Next Frontier for Global Human Rights Litigation?