Privacy and Security
As an employer, you may be contemplating creating a bring your own device program in the workplace. There are several advantages to having such a program—companies can save a great deal of money and make employees happy by allowing devices in the workplace. However, there are significant concerns that need to be addressed if this is the direction the company wishes to take.
With the advancement of technology, employers looking to cut overhead costs, and family and lifestyle accommodations growing, working from home is becoming more and more common. However, there are some considerations that must be explored before such practices are approved.
Bill S-201 would prohibit any person from requiring an individual to undergo a genetic test as a condition of: providing goods or services to that individual; entering into or continuing a contract or agreement with that individual; or offering or continuing specific terms or conditions in a contract or agreement with that individual. Those who contravene the rules would be subject to severe penalties.
By now you have likely heard of the new gaming phenomenon sweeping the globe: Pokémon GO. For employers, Pokémon GO has provided some great real world examples of how the introduction of a new technology can impact the workforce. Consider the following.
With the hot Toronto tech skills market and the favourable dollar exchange, US employers are increasingly looking north of the border to expand for new business and for new talent. Here are four common mistakes US employers will want to avoid:
“Bob is harassing me.” Your spidey senses should be tingling, because some kind of investigation should be taking place soon. If not, consider what happened when an employee at CBC complained about Jian Ghomeshi and was ignored or when an employee at the TO2015 Pan American games complained about David Peterson and her complaint was allegedly not taken seriously. Here are three questions to consider when someone makes a harassment complaint.
As we wrote about late last year, the Government of Ontario has moved forward with its plan to address sexual violence and harassment. Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2015, received Royal Assent…
Thank you for everyone’s participation in this year’s conference. The following is a brief overview of some of the employment topics that were discussed at this year’s conference. We look forward to seeing you next year!