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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Broader Public Sector Accountability Bill Receives Royal Assent
12 janvier 2015
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Bill 8, the Public Sector Accountability and MPP Accountability and Transparency Act, 2014 passed third reading on December 9, 2014 and received Royal Assent on December 11, 2014. As reported in our previous Health Communiqués, Public Consultation Scheduled for Broader Public Sector Accountability...
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Courts Quash Another Alcohol and Drug Testing Policy
22 décembre 2014
The law in Canada with regard to workplace alcohol and drug testing is becoming clearer, and the emerging picture indicates employers need to proceed with caution. The latest news comes from an Ontario Superior Court of Justice decision, which upheld...
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Bhasin v Hrynew: Could it Mean New Obligations for Employers?
10 décembre 2014
Author: Robert Bell Bhasin v Hrynew is a landmark decision by the Supreme Court of Canada. The Court has recognized a general principle of good faith contractual performance. Justice Cromwell, speaking for the unanimous Court, stated: “[t]here is a general...
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Privacy Rights for Alberta Private Sector Employees Continued
21 novembre 2014
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On October 30, the Supreme Court of Canada granted the Government of Alberta a six month extension to amend the Personal Information Protection Act (Alberta) (“PIPA”) before the Act is declared invalid. The Supreme Court previously ruled in Alberta (Information...
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Investigations in the Workplace
7 novembre 2014
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Workplace investigations are inevitable for most organizations and employers face significant pressure to conduct them properly. A flawed investigation, besides compromising the information a decision-maker will need, invites a range of risks. From a legal perspective, the courts scrutinize the...
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New statutory leaves of absence available as of October 29, 2014
4 novembre 2014
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In our May 2, 2014 blog, we wrote about Bill 21, the Employment Standards Amendments Act (Leaves to Help Families), 2014, which introduced three new forms of statutorily-protected leaves to the Ontario Employment Standards Act, 2000 (the “Act”). The Bill...
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Ontario Legislation Expanding Employer Accountability Re-Introduced
31 octobre 2014
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On October 29, 2014, Bill 18, Stronger Workplaces for a Stronger Economy Act, 2014, passed Second Reading in the Ontario legislature and was referred to the Standing Committee on General Government. Bill 118, if passed, would make several changes to...
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WSIB Limits on Mental Stress Claims found Unconstitutional
27 octobre 2014
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In a decision released April 29, 2014, the Workplace Safety and Insurance Appeals Tribunal (« WSIAT ») declared certain provisions of the Ontario Workplace Safety and Insurance Act (“WSIA”) unconstitutional. The decision (indexed as December No. 2157/09) involved a nurse who was...
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Responsibility of Employers for Conduct of Third Parties
21 octobre 2014
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The Human Rights Tribunal of Alberta has had a summer of interesting decisions. Following on its decision respecting accommodation of childcare needs, already blogged about earlier this month, the Tribunal also released a decision respecting the responsibility of employers for...
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Penalties for Workplace Accidents and Fatalities in Saskatchewan: The Landscape Has Changed
19 septembre 2014
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The Saskatchewan Employment Act, SS 201, c S-15.1 (the “SEA”) was passed by the provincial legislature and brought into force at the end of April, 2014. The passage of the SEA resulted in the consolidation of several pieces of labour...
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.
