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Alison J. Bird

About Alison J. Bird

Alison Bird is a lawyer practicing in Halifax with the Atlantic regional law firm, Cox & Palmer. Alison is growing her practice in the areas of labour & employment law and litigation. Alison is a frequent presenter on employment law topics and recently presented on the challenges being faced by employers dealing with changing demographics in the workplace.

By Alison J. Bird | 2 Minutes Read November 7, 2016

Termination clauses: Importance of clear language

In recent years, there have been many decisions on the enforceability and interpretation of termination clauses in employment contracts—which employers and their legal counsel read with both interest and apprehension. The Nova Scotia Supreme Court has now weighed in on the debate.

Article by Alison J. Bird / Employee Relations, Employment Standards, Payroll, Union Relations / Bellini v Ausenco Engineering Alberta Inc., employment law, labour standards code, reasonable notice, reasonable notice entitlement, reasonable notice of termination, Termination clause, termination clauses

By Alison J. Bird | 2 Minutes Read September 12, 2016

Human Rights Commission tackles racial profiling

This year, a Nova Scotia Human Rights Board of Inquiry issued a highly publicized decision on racial profiling. In the case, the Board concluded that a woman had been discriminated against on the basis of her race and/or colour when wrongfully accused of shoplifting at a grocery store. In the wake of this case and research, the Nova Scotia Human Rights Commission has recently announced plans to take preventative measures to tackle this serious issue.

Article by Alison J. Bird / Employee Relations, Employment Standards, Human Rights / allegations of racism, discriminated against because of race, discrimination, employment law, human rights, human rights commission, Nova Scotia Human Rights Board, Nova Scotia Human Rights Commission, race and colour, racial profiling, racism, visible minority groups

By Alison J. Bird | 2 Minutes Read July 11, 2016

Court of Appeal overturns finding that respondent must admit discrimination to settle a human rights complaint

Under the Nova Scotia Human Rights framework, a Board of Inquiry must approve any settlement reached after a complaint is referred to a hearing before the Board. Recently, in Nova Scotia (Human Rights Commission) v Grant, 2016 NSCA 37, a Board of Inquiry refused to approve a settlement. The Board concluded that it could not approve a settlement unless the respondent admitted discrimination. As the respondent in this matter had not made such an admission, the Board refused to grant the necessary approval—barring a settlement that the parties were willing to accept.

Article by Alison J. Bird / Employee Relations, Human Rights, Payroll / admission of discrimination, discrimination, element of a settlement, employment law, human rights act, Nova Scotia Human Rights

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