As COVID-19 vaccinations become more readily available, employers have lots of questions about how vaccines will impact their workplace.
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While all employees owe a duty of fidelity to their employers, certain employees owe an elevated fiduciary duty.
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Employees can be an organization’s greatest asset but also – in the circumstances of a corporate transaction – its greatest liability.
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Childcare is one of the most difficult areas to navigate for employers during the COVID-19 pandemic. Schools and daycares were closed forcing many employees to balance working from home with childcare obligations.
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The British Columbia government recently announced that employees may not be entitled to notice of termination or termination pay pursuant to the BC Employment Standards Act if their employment is terminated as a result of COVID-19.
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The Employment Standards Act was amended to provide job protection to persons who are ill, need to self-isolate, need to care for their child or other dependent, or whose employer is concerned that the employee may expose others to risk as a result of the COVID-19
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On March 23rd, the British Columbia government announced a $5-billion economic relief plan to support families, businesses and economic recovery in response to COVID-19.
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The provincial government published its list of essential services on March 26th. Essential services are workplaces that are encouraged to stay open by the provincial government.
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Our governments have made several directives and recommendations since our previous articles which we address below. This article also canvasses issues such as school closures, layoffs resulting from COVID-19, working remotely and bans on large public gatherings.
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COVID-19 (also known as the coronavirus) has had a significant impact on Canadian workplaces. It is a novel virus that has left employers and employees scrambling.
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Sexual harassment in the workplace exists on a spectrum. It can range from unwelcome comments of a sexual nature to sexual assault.
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This Roundtable breakfast and presentation is designed for those in non-profit organizations to learn, connect and share.
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Many employment agreements contain non-competition clauses that seek to prevent an employee from later working for a competitor.
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Employers frequently misunderstand their obligations when dismissing probationary employees.
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Significant revisions to the British Columbia Employment Standards Act that purport to impact nearly all workplaces in British Columbia are scheduled to come into force shortly.
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The British Columbia Court of Appeal recently affirmed that the test for assessing discrimination in employment on the basis of family status differs from other protected grounds.
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Consumption of recreational cannabis will be legal as of October 17th. While some Canadians are rejoicing, many businesses are understandably nervous.
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Pushor Mitchell lawyer Colin Edstrom will be giving a presentation on “Navigating Workers’ Compensation Claims.”
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British Columbia has had a new provincial government since July 2017. Over the past 10 months, the John Horgan government has revised or sought to revise various workplace laws.
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Premier John Horgan recently announced that the minimum wage rate in British Columbia will rise to $15 per hour by 2021
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Colin Edstrom and Patrick Bobyn will be giving a presentation on "Non-Profits and the Law" for the Canadian Society of Association Executives on November 16, 2017.
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Most employers are aware of the obligation to provide an employee with notice of termination or pay in lieu of notice.
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Employees who voluntarily resign from their employment cannot successfully sue their employers for wrongful dismissal.
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The provincial government recently announced plans to reinstate the British Columbia Human Rights Commission following a 15 year hiatus.
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Reference checks can put former employers in an awkward position. Employers want to tell the truth but may be concerned about the potential legal consequences of providing a bad reference.
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A recent case from our Court of Appeal articulates the standard required to establish an entitlement to aggravated damages resulting from a wrongful dismissal.
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A recent case out of Ontario illustrates that not all refusals to pay an employee’s compensation amount to a constructive dismissal, even if the amount owing is over $300,000.
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The Alberta government recently introduced a bill to modernize Alberta’s workplace laws entitled the Fair Family-Friendly Workplaces Act.
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The provincial government recently amended the Occupational Health and Safety Regulation to ban the practice of requiring employees to wear high heels in the workplace.
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