This year, Canada Day (July 1) falls on a Thursday. Unlike some public holidays, which shift dates in order to provide a long weekend, Canada Day is to be celebrated on the day it falls. This year, there has been much discussion of the fact that it creates a situation in which many people have Thursday off, and are then expected to return to work for one day before enjoying their weekend.
On June 25, 2010, Citizenship and Immigration Canada published Ministerial Instructions and proposed regulations that significantly alter the Federal Skilled Worker Program, Federal Immigrant Investor Program and Canadian Experience Class. An overview of the resulting changes, which became effective on June 26, 2010, is provided herein.
It’s a pleasure to welcome Henry J. Chang as a guest blogger. He will be blogging about immigration law…
Now that the big do is over, and the security fences are coming down in Toronto and Huntsville—hopefully—let’s take a moment to reflect on how all the hubbub of the G8/G20 summits affected local businesses.
As the competition for jobs increases during these tough economic times, many job applicants are tempted to bend the truth by embellishing or omitting information on their résumés. That is why it is important to fact-check résumés…
A weekend Toronto Star article reported that employees at the Canada Revenue Agency are improperly reviewing the private financial affairs of taxpayers. Some are using agency computers to give favoured treatment to colleagues, friends, family—and themselves…
You have a legal obligation to understand how the race, religion and sexual orientation of your employees can impact their safety at work. Understanding these factors will empower you to take steps to protect your workers from harassment and violence as required by the recent amendments to Ontario’s Occupational Health and Safety Act (Bill 168).
So it’s practically summer and I can’t help thinking of the days off I’ll be taking here and there, the chunk of vacation time I still have left and the various long weekends remaining. (But I don’t let my daydreams affect my work!) I might not have a lot of vacation days left, but I’m sure going to use them.
Are your employees suffering from the “World Cup Flu”? Are you finding that there is an unusually high rate of absenteeism in your office these days?
The question of whether an employer should give reasons at the time of dismissal is an important one in employment law…
The Ontario Superior Court re-affirmed the freedom of employees to leave their employer and set up a competitive business.
I lifted that title from a presentation at the recent Davis LLP employment law update, because I don’t think I need to improve on it. The question seems simple, but I’m certain that it has got many employers and human resources departments wishing the handy devices had never been invented! (Okay, maybe not that confused.)
I was recently reading an issue of SafetyNewsAlert, which indicated that there were over 20 attempted suicides over one year in a single Chinese technology factory—one that manufactures products for Apple, including the iPad, among other things. Out of the 20 attempts, 9 suicides were successful within a period of five months. According to the article, questions are being raised about the sustainability of China’s manufacturing model, which relies on long hours from its workers. Typical workweeks include seven days of twelve hours.
In my previous post on hazing and horseplay in the workplace, I referred to a recent incident where photos and videos revealed some very questionable events involving management and employees of the City of Mississauga. Since the acts were potentially criminal, the police became involved and started an investigation. Although some have said that the employees consented to the horseplay and hazing, one may wonder if that was really the case.
I’ve discussed the Privacy by Design principle before, in the Inside Internal Control newsletter. In case you don’t know, PbD is an approach developed by Dr. Ann Cavoukian, the Privacy Commissioner of Ontario, which proactively embeds privacy protection by default in the design of an organization’s practices and products.