Job offer

Three popular articles this week on HRinfodesk

May 30, 2019 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Wages and Compensation, 0

The three popular articles this week on HRinfodesk deal with job offer acceptance, bonuses after the death of an employee and gender inequalities.

bonuses, employment law, gender discrimination, gender inequality, Job offer

Sentenced to probation: How employers can protect themselves when terminating the employment of recent hires

December 12, 2018 Piccolo Heath LLP Employee Relations, Employment/Labour Standards, Human Resources, Notice, Damages and Settlements, Payroll, Recruiting and Hiring, Training and Development, 0

Employers who seek to impose more rigorous oversight of new employees and minimize termination obligations to those employees can rely on appropriately drafted probationary limitations in their offers.

employment contract, employment law, Job offer, probation, probationary period, termination

Salary increases and temporary foreign workers — are you compliant?

July 9, 2015 Occasional Contributors Corporate Immigration, Employee Relations, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Pensions and Benefits, Recruiting and Hiring, Source Deductions and Reporting, Wages and Compensation

There have been many changes to the Temporary Foreign Worker Program (TFWP) over the last year, with an emphasis on employer compliance, including respect of actual salaries paid.

changes to salary or terms of employment, employment contract, employment law, Job offer, Labour Market Impact Assessment, LMIA, risk of non-compliance, salary increases, Service Canada, temporary foreign workers, Wages paid, work permit

“Give me a raise or i’ll quit”: Has the employee resigned?

February 9, 2015 Alison J. Bird Corporate Immigration, Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Wages and Compensation

It can be surprisingly difficult for an employer to rely on statements such as “I quit” to establish that an employee resigned, particularly if the employee later indicates that they want to return to work. Courts require proof of a clear intention to resign in order to find that an employee terminated their employment. While the statement “I quit” may seem clear, courts will inquire into the circumstances in which the statement was made in order to determine whether the employee actually resigned.

contract law, employment contract, employment law, Give me a raise or i’ll quit, Job offer, Kerr v Valley Volkswagen, objective intention to resign, resignation, retracted offer to resign, Return to work, terminate the employment relationship, wrongful dismissal action

The importance of documentation when dealing with a human rights complaint

March 26, 2014 Christina Catenacci Human Resources, Human Rights, Recruiting and Hiring

This human rights case demonstrates the importance of preparing and maintaining proper documentation when interviewing job applicants for a position with the employer. In fact, the notes of the hiring manager in this case highlighted the fact that there were other reasons for not hiring a job applicant—and those notes likely prevented the employer’s liability.

age, age discrimination, application forms, discrimination, documentation, duty to accommodate persons with disabilities, employer did not discriminate against the applicant based on age, employer's liability, employment, employment law, hiring, hiring manager, hiring process, Human rights complaint, importance of documentation, interview, job applicant, Job offer, pre-screening process, principle of equal opportunity, principle of non-discrimination, selection process, telephone conversation, The Northwest Territories Human Rights Adjudication Panel

Citizenship and Immigration Canada cautions against preparing Federal Skilled Worker Program applications until key details are announced

March 14, 2013 Henry J. Chang, Dentons LLP Corporate Immigration, Human Resources, Recruiting and Hiring

The Federal Skilled Worker Program will begin accepting applications as of May 4, 2013. However, Citizenship and Immigration Canada has recently reminded applicants who may be preparing to submit applications that it still expects to announce three important elements of the FSWP in April 2013, which will have a significant impact on who can apply under the program.

Canadian educational credential, Cap on the number of applications, Citizenship and Immigration Canada, designated evaluators, designation of organizations and professional bodies that will act as credential evaluators, eligible occupation, Federal Skilled Worker Program, Foreign workers, Immigration Law, individual foreign credentials, Job offer, list of priority occupations, offer of employment in Canada, twenty-nine eligible priority occupations

Opportunities Ontario offers permanent residence to international students with a job offer

June 14, 2012 Henry J. Chang, Dentons LLP Corporate Immigration, Human Resources, Recruiting and Hiring

Opportunities Ontario, Ontario’s provincial nominee program, has further expanded its International Student Category to include international students who have a job offer from an employer located in Ontario. The International Student with a Job Offer Stream is different from the PhD Graduate Stream and Masters Graduate Stream because it includes international students who are: (a) graduating from two-year undergraduate diploma/degree programs, or (b) graduating from one year post-graduate degree/certificate programs, even if they are not considered Masters-level programs…

Canadian International Development Agency, International Student Category, international student with job offer, international students, Job offer, National Occupational Classification, NOC, ontario, Opportunities Ontario, permanent residence, provincial nominee program

Mitigating damages in a time of uncertainty

February 18, 2011 Christina Catenacci Employment/Labour Standards, Human Resources

The mitigation of damages has become a hot employment law issue. In this recent British Columbia case, the employee was entitled to damages for wrongful dismissal after the employer terminated her during the economic downturn. Although the employer argued that the employee failed to mitigate her damages when she did not accept the employer’s subsequent offer of re-employment, the Court found that the uncertainty of work and payment was such that the employee did not act unreasonably when she declined the job offer. Thus, the employee was entitled to 12 months’ termination notice.

alternative employment, attempts to find alternate employment, British Columbia, duty to mitigate, economic downturn, employment contract, employment law, Job offer, Mitigating damages, offer of re-employment, termination, termination notice, wrongful dismissal