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Employer liability

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 3 Minutes Read September 5, 2013

HRinfodesk poll result and commentary: Can you hold employees financially responsible for damaged workplace equipment (e.g., cellphone, laptop)?

Four hundred and sixty-two people responded to our recent poll, Can you hold employees financially responsible for damaged workplace equipment (e.g., cellphone, laptop)? Of the respondents, 167 (36.15 percent) indicated yes. However, 148 (32.03 percent) disagreed and 147 (31.82 percent) were not sure. So, what is the right answer?

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Payroll / breakage or loss of equipment, canadian employment law, company property, cost of doing business, damaged workplace equipment, dishonest or wilful act, Duty of care, employee intentionally omitted or committed a wrongful act, Employee liability, employee's gross negligence, employees financially responsible for damage to company property, employees financially responsible for damaged workplace equipment, Employer liability, employment law, Employmetn contract, lost or damaged employer-owned equipment, negligence that caused the loss or damage, policies and procedures, property damage in the course of their employment

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | < 1 Minutes Read July 11, 2013

Most-viewed articles this week on HRinfodesk

The three most viewed articles on HRinfodesk this week deal with breach of confidentiality clauses in settlement agreements; how an employer was held liable despite the employee having suffered no discrimination; and how individuals can now delay receiving their Old Age Security pension plan.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Employment Standards, Human Rights, Payroll / Breach of confidentiality clauses, canadian employment law, damages for injury, discrimination, Employer liability, employment law, human rights code, human rights tribunal, OAS, old age security, release, restrictive covenant, retirement, settlement agreements, severance package, termination, terminations, Voluntary deferral

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 6 Minutes Read February 12, 2013

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?

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Employee Relations, Health and Safety, Payroll, Union Relations / careless driving, cellphone policy, cellphone use, cellphones, collective agreements, complying with the policy, criminal negligence causing death or injury, dangerous driving, Distracted driving, Does your company have a cellphone policy?, employee's personal use, Employer liability, employers can be held liable for employees involved in an accident, employment contracts, employment law, hand-held cellphone, HR, HRinfodesk, in the course of employment, policies and procedures, providing employees with hands-free devices, safe cellphone practices, should cellphones be subsidized?, subsidizing the cost of employees' personal cellphone for work use can be costly, talking on a company cellphone while driving, taxable benefit, use of cellphones while on company business, vicarious liability

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