Cannabis Edibles, Extracts and Topicals Become Legal in Canada Today
Latest from Canadian Labour and Employment Law
Time Off to Vote: Employee Voting Entitlements on Federal Election Day
Monday, October 21, 2019 is federal election day. Under the Canada Elections Act, employees who are eligible to vote are entitled to three consecutive hours of time off to vote without a reduction in pay. The three consecutive hours must fall within the open hours of local polling stations, which are as follows:…
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.
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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.…
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]…
Now Available! The Global Employer: Focus on Global Immigration & Mobility 2019-2020
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…
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.…
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.…
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.…