• First Reference
  • About us
  • Contact us
  • Blog Signup 📨

First Reference Talks

Discussions on Human Resources, Employment Law, Payroll and Internal Controls

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Criminal Code of Canada

By Occasional Contributors | 4 Minutes Read July 12, 2018

Deferred no more: Deferred prosecution agreements finally on their way to Canada

The announcement of the proposed Remediation Agreement Regime is a long awaited step towards a more flexible and responsive criminal justice regime for organizations accused of criminal misconduct, and puts Canada on an equal playing field with jurisdictions around the world.

Article by Occasional Contributors / Business, Finance and Accounting / corporate criminals, Criminal Code of Canada, criminal misconduct, deferred prosecution

By Jeff Dutton, Dutton Employment Law | 2 Minutes Read March 27, 2017

Are employees of a marijuana dispensary protected by employment standards?

marijuana dispensary

marijuana dispensaryWith news almost every week of another marijuana dispensary raided by the police, Ontarian’s have asked, can the Ministry of Labour enforce employment standards (i.e. notice of termination, overtime, etc.) in favour of individuals who work at these criminal enterprises?

In short, yes. There is simply no exemption in the Employment Standards Act (“ESA”) which exempts individuals who perform work for a criminal enterprise. Although the ESA has many broad exemptions for whether someone is an “employee” covered by employment standards, it does not, however, exempt individuals working for a criminal enterprise.

The statutory interpretation maxim of “implied conclusion” supports a finding that the ESA applies to an individual who performs work for a criminal enterprise. An implied conclusion lies whenever there is reason to believe that if the legislature had meant to include a particular thing with its legislation, it would have referred to that thing (i.e. criminal activity) … Continue reading “Are employees of a marijuana dispensary protected by employment standards?”

Article by Jeff Dutton, Dutton Employment Law / Employee Relations, Employment Standards, Payroll, Privacy, Union Relations / Criminal Code of Canada, criminal enterprise, employment law, employment standards act, exemption to employment standards, Immigration Act, Labour Law, Labour Relations Act, lawfully entitled to work in Canada, marijuana dispensaries, marijuana dispensary, Ontario Ministry of Labour, perform work for illegal enterprises

By Jeffrey Sherman, MBA, FCPA, FCA | 5 Minutes Read December 2, 2013

Ethics and business conduct

The ethical standards of a company are driven from the top. The ethics policy should be recommended by the president, ratified by the board and rolled out to the company with appropriate explanations and training. Implementing and consistently following a top-down ethics policy—with input from all levels—will help employees, customers, stakeholders and others who interact with the company to understand and relate to the company’s intentions.

Article by Jeffrey Sherman, MBA, FCPA, FCA / Business, Finance and Accounting, Not for Profit, Privacy / code of conduct, Code of Ethics, corporate social responsibility, Corporate Values, creating shared value, Criminal Code of Canada, CSR, ethical conduct, ethical standards, ethics, Harvard Business Review, high ethical standards, inappropriate behaviour, insider tips, insider trading, Jerry R. Junkins, legal compliance, Mark Kramer, Michael Porter, National Policy 52-110, ombudsperson, profit, publicly traded company, Section 425.1, securities issuers, shared value, shareholder value, short-term gain, stakeholder value, unacceptable practices, unethical practices, whistleblower laws, whistleblowers, whistleblowing, whistleblowing policy

  • Go to page 1
  • Go to page 2
  • Go to Next Page »

Footer

About us

Established in 1995, First Reference is the leading publisher of up to date, practical and authoritative HR compliance and policy databases that are essential to ensure organizations meet their due diligence and duty of care requirements.

First Reference Talks

  • Home
  • About
  • Archives
  • Resources
  • Buy Policies

Main Menu

  • About First Reference
  • Resources
  • Contact us
  • 1 800 750 8175

Stay Connected

  • Facebook
  • LinkedIn
  • Twitter
  • YouTube

We welcome your comments on our blog articles. However, we do not respond to specific legal questions in this space.
We do not provide any form of legal advice or legal opinion. Please consult a lawyer in your jurisdiction or try one of our products.


Copyright © 2009 - 2023 · First Reference Inc. · All Rights Reserved
Legal and Copyright Notices · Publisher's Disclaimer · Privacy Policy · Accessibility Policy