working conditions

Long-awaited regulations regarding placement agencies in Quebec set to come into effect on January 1, 2020

January 3, 2020 Occasional Contributors Employee Relations, Employment/Labour Standards, French Based HR/RH Content, Human Resources, Payroll, Recruiting and Hiring, Source Deductions and Reporting, Training and Development, Wages and Compensation, 0

The wait is over. Announced along with the sweeping changes to Quebec’s Act respecting labour standards (the “Act”) back in June 2018, the regulation regarding Quebec placement agencies has finally been published and is set to come into effect on January 1, 2020 (the “Regulation”).

Act Respecting Labour Standards, employment law, placement agencies, protection of workers, temporary foreign workers, working conditions

Let’s talk ergonomics!

April 3, 2019 Lisa Stam, Spring Law Employee Relations, Health and Safety, Human Resources, 0

You may be scratching your head at our title. What’s ergonomics got to do with law? Maybe even asking, what the heck is ergonomics? Well in this post we will answer both of those questions and tell you why workplace ergonomics should be on the radar of employees and employers alike.

employment law, ergonomics, Occupational Health and Safety Acts, working conditions

IRCC announces details of global skills strategy

July 19, 2017 Henry J. Chang, Dentons LLP Announcements and Administration, Corporate Immigration, Employment/Labour Standards, Government Budgets, Throne Speeches and Plans, Health and Safety, Human Resources, Payroll, Recruiting and Hiring, Union Relations, Wages and Compensation

On June 12, 2017, Immigration, Refugees and Citizenship Canada (IRCC) announced details of its Global Skills Strategy. First announced in November 2016, the Global Skills Strategy is intended to help promote global investment in Canada and support the Government of Canada’s Innovation and Skills Plan.

employment law, foreign nationals, Global Skills Strategy, Global Talent Stream, health and safety, hiring temporary foreign workers, Labour Market Impact Assessment, LMIA, temporary foreign workers, Unions, work permits, working conditions

The Wal-Mart saga: one more chapter

July 14, 2014 Occasional Contributors Employee Relations, Human Resources, Union Relations

On June 27th, the Supreme Court of Canada released a decision in the Wal-Mart saga that will have a major impact on employment law in Quebec.

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The latest: When does a constructively dismissed employee have to stay with their employer?

June 9, 2014 Alison J. Bird Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Union Relations

In 2008, the Supreme Court of Canada issued Evans v Teamsters Local Union No. 31, [2008] 1 S.C.R. 661, one of the leading decisions on constructive dismissal in Canada. In that case, the Court held that a constructively dismissed employee must mitigate their damages by continuing to work with the dismissing employer if a reasonable person would accept this mitigation opportunity. In determining whether it is reasonable to mitigate by working for the dismissing employer, the Court stated that one should consider the following factors:

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Better the devil you know? employee’s obligation to accept an alternate position

April 22, 2014 Earl Altman Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Notice, Damages and Settlements, Payroll, Pensions and Benefits, Wages and Compensation

Ever since the Supreme Court of Canada decision in 2008 in a case Evans v. Teamsters Local Union, the courts have recognized the obligation of an employee, in certain circumstances, to accept an offer of alternate employment from their employer following dismissal. This has put many employees in the awkward position of determining whether or not the offer of employment is one that must be accepted based on the Evans’ reasoning. The difficulty faced by many employees’ counsel is the degree of difference in the position being offered, and whether such difference justifies the employee rejecting the offer of employment.

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Ontario Ministry of Labour announces 2014-15 employment standards inspection blitzes

April 15, 2014 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Penalties and Fines, Pensions and Benefits, Wages and Compensation

On April 3, 2014, the Ontario Ministry of Labour announced the focus of its 2014-15 Employment Standards Act (ESA) inspection blitzes. A “blitz” occurs when the Ministry of Labour (MOL) decides to have its employment standards officers target industries that have a history of employment standards violations or industries that employ vulnerable workers in order to ensure compliance with the ESA.

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Labour Day, Monday, September 2, is the next public (statutory) holiday

August 30, 2013 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, International HR Law, International Payroll, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

Labour Day originates in the labour union movements of the 1800s as a way to celebrate the social and economic advancements and to pay tribute to the driving force of our economy. The history of Labour Day continued to be connected with organized labour. Initially, the first unofficial “Labour Days” in Canada were […]

canadian employment law, Collective Bargaining, employment law, general holiday, Industrial Relations, Labour Day, Labour Law, Labour union movements, occupational health and safety, Public Holiday, Public Holiday Pay, Safe workplaces, Statutory Holiday, union, Unions, working conditions

More fall-out from the Just Us union organizing drive

August 20, 2013 Amery Boyer Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

On July 13, 2013, a rally of workers and their supporters from a Second Cup coffee outlet in Halifax was held alleging that management had violated Nova Scotia’s Labour Code. Participants alleged that three employees were fired for backing an attempt to form a union.

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HR policies as prevention

August 7, 2013 Michele Glassford Employee Relations, HR Policies and Procedures, Human Resources, Union Relations

At a conference a few years back, there was a session about steps an employer can legally take to oppose a union organizing campaign. I recall my initial reaction to the topic was once a union organizing campaign begins, “it’s too late”. I believe that most union organizing is borne of long-time employee dissatisfaction and insecurity regarding working conditions and management. While there may be some workplaces where union organization results from a political ideology, in most cases, few employees would sign up for the paying of union dues if they did not see the union as an answer to substandard or uncertain workplace policies.

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A recent survey on job attitudes

October 29, 2010 Christina Catenacci Human Resources, Training and Development

I just read an interesting article that found only 44% were satisfied with their jobs, about 32% were somewhat satisfied and 24% were not very satisfied or not at all satisfied. That is a significant number of people (56%) who did not answer “very satisfied” about their jobs.

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Workplace communication and the real world: email features for the quick-tempered and impulsive

August 30, 2010 Adam Gorley Human Resources, Training and Development

You’ve written an email that says some things you might be better off saying in person—or not at all—right? Like when you wanted to tell off a co-worker—or supervisor—about taking credit for your work, or putting you down in front of the boss, or just for generally being a jerk. Maybe you were caught up in the anger of the moment—you let your temper get the best of you—or maybe you were just a bit—or a lot—drunk. And maybe you hit that “Send” button, and maybe you reconsidered before it was too late. I don’t like to imagine the result of sending such a message.

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Multi-tasking: where do you draw the line?

August 26, 2010 Adam Gorley Health and Safety, Human Resources, Training and Development

Multi-tasking is so serious that workers are taking their work into the washroom, with disturbing results. According to a recent survey, one-third of Brits admit they’ve made a “stall-call”—that is, a call from the toilet, not just the restroom—whether for business or pleasure. And one in twenty said they’ve taken their laptop with them when nature called. The survey also found a significant—and disgusting—number of people eat, drink and brush their teeth while answering nature’s call.

cellphone use, health and safety, hygiene, illness, illness at work, multi-tasking, productivity, risky behaviour, sickness, stall-call, vicarious liability, work environment, working, working conditions

Were the G8/G20 summits worth it? Tell us about your experience

June 28, 2010 Adam Gorley Employment/Labour Standards, Human Resources

Now that the big do is over, and the security fences are coming down in Toronto and Huntsville—hopefully—let’s take a moment to reflect on how all the hubbub of the G8/G20 summits affected local businesses.

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