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On June 27, 2023, Canada’s Minister of Immigration, Refugees, and Citizenship launched Canada’s new Tech Talent Strategy. Through this strategy, Canada hopes to improve on existing measures and introduce new measures for attracting top talent and supporting high-growth STEM industries and occupations. Additionally, on the same day, the Minister announced that study authorization would be extended for certain eligible work permit holders.

What’s Changing: Study Authorization for Work Permit Holders

Starting immediately, this new public policy removes the limit on the length of study programs that a temporary foreign worker can enroll in without a study permit—which previously was limited to programs of six months or less in duration. Now, regardless of the program length, foreign workers will now be able to improve their education, upskill or validate their foreign credentials through certain programs, or receive additional professional training, without needing to first apply for a study permit. It should be noted, however, that any Canadian work experience gained during a period of full-time study may negatively impact a person’s eligibility for permanent residence, as this work experience does not count toward eligibility for the Canadian Experience Class, nor for receiving Canadian work experience points under the Express Entry system.Continue Reading Canada’s First-ever Tech Talent Strategy

Special thanks to co-authors, Krissy Katzenstein, Brad Newman, Robin J. Samuel, and Julia Wilson.

Amid recent hype around ChatGPT and generative artificial intelligence (AI), many are eager to harness the technology’s increasingly sophisticated potential.

However, findings from Baker McKenzie’s 2022 North America AI survey indicate that business leaders may currently underappreciate AI-related…

Co-working or shared working spaces are increasingly being used to keep up with the volatile and ever-changing business landscape. From gig workers and freelancers to project teams, modern workforce needs are being met through the short-term nature, reduced costs, and diverse and agile environments that these innovative workplaces offer. We’re pleased to share our timely…

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We’re in a period of unprecedented transformation, driven by technological development, globalization and significant demographic changes. Our world is hyper-connected, and the pace of change is rapid, bringing social and political transformation and creating profound global shifts in expectations. Global employers must evolve at speed to meet these disruptive forces head-on and to thrive in…

We’re pleased to share a recent Bloomberg article by our colleagues, Benjamin Ho and Caroline Pham. Benjamin and Caroline examine what the next generation of workers, Generation Z, want from and can offer employers. To get ahead of the curve in preparing for the change that this new generation will bring, read their informative…

The world is facing another year of unprecedented change making uncertainty the new normal for global employers. We are watching geopolitical crises play out on the global stage with a global economic slowdown waiting in the wings. Global employers must navigate a course through this highly charged, shifting competitive landscape which is compounded by the…

Catch ’em all!  Pokémon Go is a mobile game that uses “augmented” reality to create a virtual scavenger hunt.  In the quest to catch ’em all, over 15 million people have downloaded the Pokémon Go game since its recent release.  Employers have grappled with employees’ personal use of electronic devices during work hours since gaming fads such as Candy Crush and Draw Something were released.  However, beyond creating a simple distraction in the workplace, the explosion of Pokémon Go subjects employers to potentially costly risks, including worker safety issues, lost productivity, data breach possibilities, and misuse of company resources.
Continue Reading Pokémon Whoa – Reality Game App Creates Unprecedented Risks for Employers

Monitoring the use of company-issued technology is controversial.  For some, the notion of monitoring employees’ use of computers, smartphones, and emails is inconsistent with personal privacy.  To others, monitoring employees’ use of technology in the workplace is both the right and the responsibility of the prudent employer.

While Canadian courts and tribunals have generally accepted that employers can monitor employees’ use of technology, the limits on the nature and scope of such monitoring are murky at best.  Employers that have already implemented some form of technological monitoring, or are considering doing so, should keep in mind that the legal landscape is evolving.  There are some best practices to consider that may help to avoid problems.
Continue Reading Someone to Watch Over Me: Employer Monitoring of Company Technology