Alberta employers will soon have to adapt to longer employee absences.
The Alberta government has introduced a broad reform of the Alberta Employment Standards Code (The “Code”). The revisions to the legislation governing non-unionized employees in Alberta was given royal … Continue Reading
Alberta’s Labour Relations Code (the “Code”) was last updated in 1988, and with a new provincial government formed in 2015, it should have come as no surprise that a review of Alberta’s labour laws would occur. Between March 13 and … Continue Reading
Our previous alert about important changes to Canada’s Anti-Spam Law (CASL) outlined two developments that were to come into force on July 1, 2017:
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- The end of the transition period under CASL, during which organizations could rely on deemed implied
In Papp v. Stokes et al, 2017 ONSC 2357, plaintiff Adam Papp was terminated without cause after working for Stokes Economic Consulting (“Stokes”) for approximately two years and eight months. Shortly after being informed of his termination, Mr. Papp … Continue Reading
Employers should expect possible changes to employment standards legislation and labour relations legislation.
The Special Advisors to the Ontario government’s Changing Workplaces Review have released their Final Report. The Final Report proposes 173 amendments to the Employment Standards Act, … Continue Reading
On March 22, 2017, the federal government tabled the 2017-2018 federal budget. The budget not only included an increase in employment insurance premiums (increasing by $0.05 to $1.68 per every $100 of insurable earnings), but also included a proposal to … Continue Reading
Shareholders of the Toronto-Dominion Bank (“TD Bank”) and the Royal Bank of Canada (“RBC”) voted in the last few weeks on shareholder proposals made to confer additional proxy access rights to shareholders in the nomination of directors to the respective … Continue Reading
In the employment context, the duty to mitigate requires employees who have been terminated with or without notice to take all reasonable steps to minimize losses suffered as a result of the end of employment. Mitigation applies in the context … Continue Reading
When a termination clause in an employment agreement is unclear or ambiguous, the ambiguity is generally read against the employer. In some decisions – such as Roden v Toronto Humane Society (2005), Oudin v Centre Francophone de Toronto (2016) and … Continue Reading