In March, a discussion was posted with respect to how workplace political expression could go awry with human rights law. The article also provided some best practices on how human resources professionals and employers can appropriately address human rights complaints specifically on the basis of political belief, activity or association. This following discussion, "Part 2", addresses how workplace political expression could also contravene harassment provisions under occupational health and safety legislation.
On April 29, 2014 the Saskatchewan government finally proclaimed the Saskatchewan Employment Act to be in force. The most notable changes in the Saskatchewan Employment Act in respect of employment standards are the following:
The three most viewed articles on HRinfodesk this week deal with temporary layoff, why women receive less severance than men, and changes to first aid requirements under the Canada Labour Code.