Les blogues de Miller Thomson abordent des points de droit canadien sous un angle plus informel. Découvrez les diverses perspectives de nos avocats.
Blogue du secteur du droit du travail et de l'emploi au Canada
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Employment Law 101: Enforcement of Restrictive Covenants
22 mars 2016
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Earlier this year, the Honourable Mr. Justice W.A. Tilleman of the Court of Queen’s Bench of Alberta was called upon to determine whether an injunction was appropriate due to an alleged breach of restrictive covenants, non-competition and non-solicitation clauses, in...
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OHRC releases policy statement on “sexualized” dress codes in the workplace on International Women’s Day
9 mars 2016
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The Ontario Human Rights Commission yesterday – International Women’s Day – released a policy statement on gender-specific dress codes in the workplace advocating for “an end to sexualized dress codes that discriminate against female and transgender employees.” According to the...
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An Eye on the Taxpayer, Part VI: Public Purse Challenges Persist
3 mars 2016
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The challenge of public finance and fiscal restraint continues to persist across Canada. Depending on who you ask, some governments are exhibiting more restraint than others. Regardless of who you ask, the challenges are real and present, including on the...
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Lengthy Prison Sentence for Supervisor
1 mars 2016
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On January 11, 2016 the project manager for Metron Construction was sentenced to 3 ½ years’ imprisonment for his part in the tragic 2009 accident. On Christmas Eve 2009, at the conclusion of the work day, six workers boarded swing...
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Termination Clauses in BC: Perfection (Maybe) Not Required
16 février 2016
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Perhaps the most important clause in any employment contract is the termination clause. Without it, an employee is entitled to reasonable notice of termination (in the absence of just cause). A written termination clause can even allow an employer to...
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Another Random Alcohol and Drug Testing Policy Quashed at Arbitration
11 février 2016
As a new year begins, the already bleak outlook for Canadian employer’s trying to enforce random alcohol and drug testing policies in unionized workplaces appears even darker after a recent arbitration decision in Alberta quashed another employer’s policy. We have...
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Changes in the Criminal Code: Employee Rights in a Time of Legal Chaos
18 janvier 2016
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Introduction In 2016, employees may be faced with requests from employers or from others whom the employees serve to participate in activities that are prohibited by the Criminal Code. There are two areas, in particular, of potential legal conflict in...
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Disciplinary action against an employee after a comment on Facebook. Where is the limit ?
14 janvier 2016
Author: Raphaël Viens Côté In a recent arbitration decision, Centre de la petite enfance Allô mon ami c. Le Syndicat de la Nouvelle Union (CSQ), 2015 QCTA 749, the question was once again tackled. The employer is a kindergarten operator...
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Bringing Home to Work: Expansion of Employees’ Privacy in Workplace Emails
9 décembre 2015
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When the Supreme Court of Canada released its decision in R v Cole, 2012 SCC 53, which found that an individual’s workplace computer was protected against unreasonable search and seizure by police, many wondered how the decision would apply to...
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Saskatchewan government releases bill updating its essential services’ legislation
12 novembre 2015
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In a headline-making decision released in January, 2015, the Supreme Court of Canada found that the Saskatchewan government’s changes to essential services legislation violated the constitutionally recognized rights of workers to take job action under the Charter of Rights and...
Avis de non-responsabilité
This blog sets out a variety of materials relating to the law to be used for educational and non-commercial purposes only; the author(s) of this blog do not intend the blog to be a source of legal advice. Please retain and seek the advice of a lawyer and use your own good judgement before choosing to act on any information included in the blog. If you choose to rely on the materials, you do so entirely at your own risk.
