When parties to a workplace dispute agree on a settlement, one typical term required by employers relates to confidentiality. Such clauses mandate that the employee refrain from telling third parties details of the deal that has been reached (with normal exceptions made for immediate family and professional advisers).
This blog post will look at what are some of the fears our employees have about AI, what are the benefits to share with your team and what are some strategies to prepare our workforces for the massive AI-driven changes on the way.
Canada is known for its commitment to human rights and the protection of its citizens from various forms of harm, including harassment. The tort of harassment is a relatively recent development in Canadian jurisprudence, reflecting the evolving recognition of the harm caused by harassment in various contexts. Outside the tort of harassment, victims of harassment have utilized other claims for legal recourse, often relying on other torts like defamation, intentional infliction of emotional distress, or negligence to seek redress. In recent years, several jurisdictions have recognized the tort of harassment, with different outcomes.