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unionized workplaces

By McCarthy Tétrault LLP | 3 Minutes Read May 13, 2019

An Alberta UCP government – consequences for employers

n April 16, 2019, the recently formed United Conservative Party of Alberta (“UCP”) won a majority government in Alberta. This blog post provides a summary of key positions the UCP adopted during their campaign that will affect employers and the workplace.

Article by McCarthy Tétrault LLP / Business, Employee Relations, Employment Standards, Payroll, Union Relations / carbon tax, employment law, Labour Relations Code, unionized workplaces

By Doug MacLeod, MacLeod Law Firm | 2 Minutes Read January 14, 2014

Doctor’s notes: When should an employer ask for one?

Dr. Scott Wooder, president of the Ontario Medical Association, says employers that require doctor's notes could be unwittingly increasing the spread of germs by unnecessarily sending sick people to doctors' offices.

Article by Doug MacLeod, MacLeod Law Firm / Employee Relations, Employment Standards, Human Rights, Payroll, Union Relations / absent from work, absent from work because of illness, collective agreement, doctor's note, employee is sick and unable to work, employment law, flu season, HR Law, Industrial Relations, Labour Law, medical note, OMA, Ontario Medical Association, paid sick leave, Return to work, short-term disability plans, sick credit policy, sick leave, sick leave policy, sick pay, unionized workplaces

By McCarthy Tétrault LLP | 3 Minutes Read December 3, 2013

Be prepared to justify employee dress code policies

Most people have experience with an employee uniform or dress code policy (mine is “business casual”). There are often very good reasons to have employees look or dress a certain way. It can assist with productivity, promote professionalism and branding, and ensure uniformity. As such, employees’ attire/appearance can be a legitimate concern for employers. However, to the extent that a policy has no rational connection to a business need or unduly infringes on an employee’s self expression, it may be successfully challenged by unions.

Article by McCarthy Tétrault LLP / Employee Relations, Health and Safety, Human Rights, Union Relations / attire/appearance, business casual, canadian employment law, dress code, dress code policy, dress code policy is reasonable, duty to accommodate, employee dress code policies, employee’s race, employment law, ethnic identity, revealing large tattoos, self-expression, unionized workplaces, wearing excessive body piercings

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