First Reference company logo

First Reference Talks

News and Discussions on Payroll, HR & Employment Law

decorative image

HR Policies and Procedures

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with supporting return to work, assessing job applicants with temporary work experience and rolling back labour relations reforms.

 

, , , , ,

WorkSafeBC mental disorder presumption

egulatory changes took effect on Tuesday, April 16, 2019 that expanded the presumption for mental health disorders caused by work. The presumption only applies to WorkSafeBC claims and eligible occupations. The initial list of eligible occupations included:

 

, , , ,

Preventing Impairment in the Workplace

How can you prevent impairment in the workplace with cannabis usage on the rise due to its legalization?

 

, , , , , , ,

Medical marijuana: Limits to consumption in unionized workplaces

A recent labour arbitration decision from Saskatchewan has suggested what the boundaries around workplace consumption of medical marijuana might be.

 

, , , , , ,

Shareholders’ agreement all that matters for shareholder rights in wrongful dismissal analysis

What happens to an employee’s rights under a shareholders’ agreement if the employee is wrongfully dismissed?

 

, , , , ,

Is GPS data “personal information?”

A recent decision by the Alberta Privacy Commissioner has confirmed that in some cases, an organization’s requirement for independent contractors to install GPS tracking devices on their vehicles will not violate applicable privacy legislation but does the data collected may be considered “personal information”.

 

, , , , ,

The most common mistakes made in Quebec vacation policies

As employment counsel, we routinely work with employers to identify issues with their policies and practices as they relate to vacation (annual leave) and vacation pay under Quebec’s An act respecting labour standards. In this post, we identify four of the most common errors and misconceptions made by employers.

 

, , , , ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with managing disabilities in the workplace, workplace harassment and the decline of quality full-time work in Canada.

 

, , , , ,

Labour arbitrator grants interim protection for complainant of workplace sexual harassment

Since the onset of the #metoo movement, Canadian society has been paying attention to (and grappling with the consequences of) sexual harassment to a previously unprecedented degree. This increased focused is long overdue.

 

, , , ,

Looking in the mirror: Harassment in legal workplaces

Whether advocating for a client before the Human Rights Tribunal, drafting a Respect at Work Policy or assisting a client with engaging a workplace investigator, many lawyers are familiar with providing advice about harassment at work, but how many of us have thought about harassment in our own workplaces?

 

, , , , ,

Three popular articles this week on HRinfodesk

The three popular articles this week on HRinfodesk deal with workplace romances, longer notice periods and accommodating a disability.

 

, , , , ,

Accommodating addictions

A labour arbitration decision out of Nova Scotia has got us thinking about what will qualify as addiction and justify accommodation in the work setting.

 

, ,

Aggravated damages are aggravating employers

Employers must be honest, candid and forthright with employees. Failure to do can result in a judge ordering an employer to pay an employee aggravated damages.

 

, , , , , ,

Cannabis in the workplace: “If the employer cannot measure impairment, it cannot manage risk”

With the legalization of recreational cannabis in full effect, employers continue to grapple with the workplace implications of its use. However, having to balance statutory obligations under both health and safety and human rights legislation is not a new problem for employers.

 

, , , , , ,

Ontario Court of Appeal confirms 24 month cap on notice periods absent exceptional circumstances

For as long as I have been practicing, we have referred to a “24 month cap” of notice when it comes to reasonable notice of dismissal pursuant to common law.

 

, , ,

Previous Posts Next posts