On November 7, 2019, Bill 124: Protecting a Sustainable Public Sector for Future Generations Act, 2019, received Royal Assent. The Act imposes compensation restraints on certain public sector employees with the aim of giving employers in the broader public sector a measure of predictability as to their future payroll cost increases. Continue Reading Wage Caps in Store for Ontario’s Broader Public Sector
Less Benefits for Less Work is Not Discrimination – Reaffirmed by Divisional Court
In City of Toronto v. CUPE, Local 79, the Ontario Divisional Court reaffirmed that employers may provide less compensation to an employee who works reduced hours due to a disability without violating the Human Rights Code (“Code”). In this case, the employer discontinued its past practice of permitting employees working part-time hours to remain in the full-time bargaining unit. The change meant that the grievor, who worked part-time hours as an accommodation for his disabilities, suffered a reduction in his benefit entitlements. The Court held that the reduction to the grievor’s benefit entitlements was not discriminatory under the Code. Continue Reading Less Benefits for Less Work is Not Discrimination – Reaffirmed by Divisional Court
Eating Your Greens – Cannabis Edibles, Extracts and Topicals Become Legal
On October 17, 2018, Canada legalized the production, distribution and sale of recreational cannabis. Several classes of cannabis became legal including fresh and dried flowers, seeds, plants and oils for recreational purposes. At the time, the federal government set a staggered date for legalizing cannabis derived products, such as edible cannabis, to allow for public consultation. Continue Reading Eating Your Greens – Cannabis Edibles, Extracts and Topicals Become Legal
Changes to Mexico’s Labor Law Lead Employers to Reconsider CBAs
We’re pleased to share an informative article in which our colleague, Salvador Pasquel Villegas, provides his insight as to how employers in Mexico should approach the new labour relations environment brought on by the recent legislative reform. The article, published by the Society for Human Resource Management, is accessible here.
No Termination Clause in a Fixed Term Contract – A Costly Omission!
The Ontario Superior Court of Justice has reminded employers that terminating a fixed term employment contract early can prove to be expensive. Continue Reading No Termination Clause in a Fixed Term Contract – A Costly Omission!
Beyond the Playground: Stamping out Workplace Cyberbullying
Forty percent of Canadian workers experience bullying on a weekly basis. Moreover, 7% of adult internet users in Canada self-reported experiencing cyberbullying at some point in their life. The most common form of cyberbullying involves receiving threatening or aggressive emails or instant messages.[1] Continue Reading Beyond the Playground: Stamping out Workplace Cyberbullying
Global Efforts to Combat Human Rights Abuses in Supply Chains
Companies worldwide face rising pressure to comply with international labour and human rights standards both within their operations and in their supply chains. In addition to the harmful impact on workers, failing to address labour and human rights risks can result in serious brand damage and legal risk, with consequent financial implications for the business. We’re pleased to share our recent Bloomberg publication, here, with an update on existing and proposed legislation and best practices for mitigating risk.
Originally published in Bloomberg Law August 2019. Reproduced with permission. Copyright 2019 The Bureau of National Affairs, Inc. www.bna.com
Now Effective: Changes to the Canada Labour Code (Part Two)
Changes to the Canada Labour Code (“CLC” or “Code”) are effective on September 1, 2019, or on a date to be named. To ensure compliance, federally regulated employers should review their policies and practices.
This is part two of a two-part series summarizing the changes. Part one focused on federal employment standards related to vacation, holiday and leave entitlements. This part summarizes the remaining changes. Continue Reading Now Effective: Changes to the Canada Labour Code (Part Two)
Now Effective: Changes to the Canada Labour Code (Part One)
Changes to the Canada Labour Code (“CLC” or “Code”) are effective on September 1, 2019. To ensure compliance, federally regulated employers should review their policies and procedures.
This is part one of a two part series summarizing changes to the Code. This part focuses on federal employment standards related to vacation, holiday and leave entitlements. The remaining changes will be summarized in part two. Continue Reading Now Effective: Changes to the Canada Labour Code (Part One)
A New Contract for a Current Employee? Consider the Consideration!
Employers often wish to enter new or updated employment agreements with existing employees. The driving force is typically that circumstances have changed, but it can also be that the employer simply wants different or additional terms. However, the employer must give the employee valid consideration, otherwise the new or updated agreement will not be enforceable. Continue Reading A New Contract for a Current Employee? Consider the Consideration!