Labour Relations Code
June 9, 2017 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Union Relations, Wages and Compensation
On June 7, 2017, outside of House sitting, Bill 17, Fair and Family-friendly Workplaces Act received royal assent. This means effective January 1, 2018, most of the new rules updating employment and labour law in union and non-union Alberta workplace will come into force.
Alberta Employment Standards Code, bereavement leave, Bill 17, citizenship ceremony leave, Compassionate Care Leave, Critical Illness of Child leave, Death or Disappearance of a Child leave, dependent contractors, domestic violence leave, employment law, employment standards code, Fair and Family-friendly Workplaces Act, hours of work, Labour Relations Code, Long-term Illness and Injury leave, maternity leave, overtime, Personal and Family Responsibility leave, secret ballot, Statutory holiday pay
June 8, 2017 Cristina Lavecchia Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Union Relations, Wages and Compensation
The three popular articles this week on HRinfodesk deal with: Ontario Employment Standards Act reforms underway; employees awarded $15,000 each in moral damages against employer; and upcoming employment and labour law changes in Alberta.
Bill 148, Bill 17, Changing Workplace Review, damages, employment law, employment standards act, employment standards code, Fair and Family-friendly Workplaces Act, Labour Relations Code, unpaid overtime, wrongful dismissal
February 21, 2017 Occasional Contributors Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Union Relations
I often receive requests for consultations from unionized workers dissatisfied with their employer, their union or both. Frequently, this dissatisfaction arises out of the worker having a grievance with the company, but he or she feels that they are not receiving proper representation from their union. Before going ahead and hiring a lawyer outside of their union for advocacy, there are 3 challenges that people in this position should know.
Canada labour Code, employment law, grievance, Labour Relations Code, union, union members, unionized workers
March 17, 2016 Cristina Lavecchia Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Privacy and Security, Recruiting and Hiring, Wages and Compensation
Three popular articles this week on HRinfodesk deal with a new Ontario Act that addresses sexual harassment; an employer’s implementation of a dress code; and an FAQ in relation to general pay increases for employees who are on maternity leave.
dress code, employment law, HRinfodesk, Labour Law, Labour Relations Code, maternity leave, occupational health and safety act, pay increase, sexual harassment, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), workplace harassment
July 25, 2014 Adam Gorley Employee Relations, Human Resources, Notice, Damages and Settlements, Payroll, Privacy and Security, Union Relations
The names of people involved in labour arbitration should be disclosed with the arbitrator’s decisions, unless there are compelling reasons not to do so, according to the open-court principle and the public’s interest. The British Columbia Labour Relations Board affirmed the law in a recent review of an arbitrator’s decision. The board also affirmed arbitrators’ […]
addiction disability, addictions, anonymized by using only initials, British Columbia Labour Relations Board, Charter values, Disability, discipline, discretion to disclose or withhold personal information, employment law, grievors' and witnesses' names should not be published, human rights, human rights code, Internet, labour arbitration, Labour Law, Labour Relations Code, mental health, mental health issue, misuse of personal information, new technological innovations, Non-publication of names in awards, Ontario human rights commission, open-court principle and the public’s interest, personal information, Personal Information Protection Act, policy, privacy spectrum, psychiatric disability, quasi-constitutional in nature, substance abuse, substance dependenc, traditional custom of publicizing the names of grievors and witnesses, union grieved the punishment, unionized employee
November 22, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Union Relations
On November 8, 2012, Ritu Mahil, Vice-Chair of the British Columbia Labour Relations Board decided that there was not a continuity between Zellers’ business at the Brentwood Mall in Burnaby, B.C. for its employees to be successively employed by Target in Canada. Although the employees would perform similar jobs at Target stores as they had at Zellers, and the transaction agreement confirmed the transfer of leases, pharmacy records and the brand waiver, these things were not sufficient to conclude that there would be a handover of these employees. As a result, the union’s application under Section 35 of the Labour Relations Code (“Code”) for a declaration that Target is a successor employer to Zellers with respect to the business carried on by Zellers at the Brentwood Mall in Burnaby, B.C.was dismissed.
bargaining unit, Business, Business continuity, collective agreement, Collective Bargaining, continuity of business, employment law, grievance, Labour Law, Labour Relations Board, Labour Relations Code, Mergers and acquisitions, purchasing employer, selling employer, successor employer, Target, transfer of all or part of a business, union, Unions, Zellers
Good suggestion Jim. That can work well in appropriate circumstances. – Feb 18, 4:27 PM
Perhaps employers should focus on Health and Safety, Human Rights, Good Faith, and Investigations instead of looking for shortcuts or complex contracts to cover their... – Feb 04, 6:17 PM
