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Employment Standards legislation

By Michele Glassford | 2 Minutes Read June 6, 2017

Rewriting employment standards: Gearing up for policy revisions

On Wednesday May 24, 2017, Alberta introduced Bill 17, Fair and Family Friendly Workplace Act, which is its first major overhaul of employment standards in that province since 1996. The proposed amendments to the Employment Standards Code include unpaid leaves for employees (including domestic violence leave), reduced qualification periods for leaves, increased overtime banking rates and amended vacation entitlements, to name a few.

Article by Michele Glassford / Employee Relations, Employment Standards, Payroll, Union Relations / Bill 17, Changing Workplaces Review, domestic violence leave, employment law, Employment Standards legislation, Fair and Family Friendly Workplace Act, human resources policies, minimum wage, overtime, unpaid leaves, vacation

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 9 Minutes Read January 3, 2017

HR law and payroll 2017, what is in store?

What’s in store in 2017 for HR and payrollAt the beginning of a new year, it's good to wonder what is in store in 2017 for HR law and payroll? Let's discuss and provide practical steps HR and payroll can take to prepare for these trends and changes.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Accessibility Standards, Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Privacy, Union Relations / common law, Discretionary bonus, duty of good faith, duty to mitigate, employee’s resignation, employment contract, employment law, employment law jurisprudence, employment law requirements, employment relationship, Employment Standards legislation, Enhanced Canada Pension Plan, HR Law, HR strategies, Legalization of marijuana, occupational health and safety, Payroll planning, termination of the employment, workers compensation

By Rudner Law, Employment / HR Law & Mediation | 5 Minutes Read November 4, 2016

Termination clauses – The legal debate

It appears that the saga of judicial interpretation and consideration of termination clauses will continue, with predictably unpredictable results. Courts will enforce termination clauses that limit an individual's entitlement to notice of dismissal, but the onus will be on the employer to show that the clause should be enforced.

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Payroll, Union Relations / common law, common law obligation, consideration, dismissal without cause, employment contract, employment law, employment standards act, Employment Standards legislation, Garreton v Complete Innovations Inc., just cause for dismissal, notice of dismissal, reasonable notice, Severance pay, termination clauses, termination pay

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