Organizations often only become aware of their privacy obligations after a complaint is made to the Privacy Commissioner or a privacy breach has occurred. All British Columbia organizations should proactively ensure that their privacy policies and procedures are in compliance with the Personal Information and Protection Act (“PIPA”). PIPA applies to the ...
Premier John Horgan announced today the next steps in British Columbia's planned move toward a $15 per hour minimum wage, which was a central component of the NDP's political platform in the 2017 provincial election. The provincial government will raise the minimum wage in British Columbia from its current rate of $11.35 per hour to $12.65 by June 2018.
The announcement ...
Last week, we discussed a recent Ontario case where four former employees of Soulpepper Theatre filed sexual harassment suits alleging sexual touching, groping and harassment over a period 13 years. Harassment in the workplace can take many different forms, and despite the recent Hollywood #TimesUp campaign, bullying remains a serious and persistent problem in the ...
Weinstein, #TimesUp, #MeToo, #WhyWeWearBlack. Sexual harassment in the workplace is being talked about more than ever, and the Hollywood movement has shone a particular light on how power imbalance may lead to vulnerable workers being taken advantage of in the workplace.
A recent Ontario case is a prime example. Four female former employees of Soulpepper Theatre have ...
The decision of Mr. Justice Paul Belzil in the Alberta Court of Queen’s Bench granting an interim injunction to block Suncor’s random drug testing policy has now been released. The Court applied the three part test for an injunction: there is a serious issue to be tried, there will be irreparable harm if the injunction is not granted, and the balance of convenience favours ...
Mr. Justice Paul Belzil in the Alberta Court of Queen’s Bench has granted Unifor an injunction blocking Suncor’s random drug testing policy for its oilsands facilities in northeastern Alberta.
We will update this with further information once the decision is reported.
[This legislation has now been amended or replaced. Please see our subsequent blog post here.]
Bill 148, The Fair Workplaces, Better Jobs Act, 2017 received Royal Assent on November 27, 2017. This legislation would include significant amendments to the Employment Standards Act, 2000 (the “ESA”), the Occupational Health and Safety Act and the Labour Relations Act. ...
On November 8, the Office of the Information and Privacy Commissioner for British Columbia (“OIPC”) issued an investigation report regarding the use of employee video surveillance in the workplace (the “Investigation Report”). The Investigation Report provides important insight for employers with respect to the intersection of privacy rights and video ...
On June 22, 2017, Bill C-44, the Budget Implementation Act, 2017, No.1 received Royal Assent. The Act makes a number of changes to the Canada Labour Code (the “Code”) that will impact federally regulated employers, both unionized and non-unionized.
A date has not yet been set for when the changes will come into force.
This blog post provides a high level overview of the ...
In Stewart v. Elk Valley Coal Corp., 2017 SCC 30, the Supreme Court of Canada upheld a decision of the Alberta Human Rights Tribunal which found that the termination of an employee in a safety-sensitive environment who tested positive for cocaine after a workplace accident did not constitute unlawful discrimination.
Important takeaways from the decision include that:
About Us
Lawson Lundell's Labour and Employment Law Blog provides updates on the most recent legal developments impacting the Canadian workplace and offers practical tips for employers. We cover a range of topics, including labour relations, employment law, collective bargaining, human rights, employment standards, employment equity, workers' compensation, business immigration, privacy, occupational health and safety and pensions and employee benefits.
Legal Disclaimer: The information made available on this webpage is for information purposes only. It does not constitute legal advice, and should not be relied on as such. Please contact our firm if you need legal advice or have questions about the content of this webpage.