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collective agreements

Family day: A public holiday in seven Canadian jurisdictions

Family Day is a public holiday under employment/labour standards legislation, observed in February every year in seven jurisdictions in Canada. Alberta, Ontario, Saskatchewan, Manitoba, Prince Edward Island, British Columbia and Nova Scotia are the Canadian jurisdiction that recognize Family Day as a public (statutory) holiday and allow workers that qualify time off with pay on […]

 

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How do you spell layoff?

Layoffs are confusing for many more reasons than simply how to spell it (layoff, lay off, lay-off?) A layoff is a termination of employment; however, the use of the term layoff is usually understood to have a connotation of either resulting from a shortage of work or being temporary in nature, rather than permanent termination or for cause.

 

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Working or not working on family day? A public holiday in most jurisdictions

Alberta, Ontario, Saskatchewan, Manitoba, Prince Edward Island, British Columbia and now Nova Scotia are the Canadian jurisdiction that recognize Family Day as a public (statutory) holiday and allow workers that qualify time off with pay on that day. This year except in British Columbia and Nova Scotia, family day for these provinces fall on February 17, 2014.

 

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Do you need a cellphone policy for your workplace? And should cellphones be subsidized?

It seems that the majority of respondents to our recent HRinfodesk poll believe that they do need a cellphone policy. Last September we asked you: Does your company have a cellphone policy? 289 (61.75 percent) respondents out of 468 said they do; 163 (34.83 percent) respondents indicated they did not have a cellphone policy; and 16 believed they did not need one. So do you need one or not?

 

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Collective agreement sets out new terms for a new day at the pulp and paper plant in Port Hawkesbury NS

On July 9, 2012, the Nova Scotia Labour Board filed an interim order certifying Communications, Energy and Paperworkers Union, Local 972, the combination of three previously separate bargaining units, namely the Mill Division, Clerical Division and the Woodlands Division, as the bargaining unit for employees of the NewPage pulp and paper plant in Port Hawkesbury NS.

 

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Dismissal for threat void where employer relied on outdated discipline

An Ontario labour arbitrator just allowed an employee’s grievance after the employer terminated him for swearing, refusing to leave the workplace and threatening the vice-president with a shovel. As horrible as this incident sounds, the employer had absolutely no proof of the events because the employer did not follow its own policy and conduct a proper investigation.

 

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