Category: Employment Law
Employees can be an organization’s greatest asset but also – in the circumstances of a corporate transaction – its greatest liability.
COVID-19 has posed great challenges for employers who are facing an interruption, modification, or perhaps even a closure of their businesses.
On June 25, 2020, the province introduced regulatory amendments to allow temporary layoffs to continue for up to 24 weeks, or until August 30th, whichever comes first.
When an employee voluntarily resigns from their employment they cannot successfully sue their employer for wrongful dismissal. However, determining whether an employee has actually resigned is not always straightforward.
The BC NDP are moving forward with proposed changes that claim to modernize the Workers’ Compensation Act.
Many employers have been worried about the status of their employees who are still on temporary layoff.
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.
On March 17, 2020, Dr. Bonnie Henry, B.C.’s Provincial Health Officer, declared a public health emergency. The following day, March 18, 2020, Mike Farnworth, Minister of Public Safety and Solicitor General, declared a provincial state of emergency to support a province wide response to the COVID-19 pandemic. This signaled the closing of many BC business and the resulting layoff of employees.
As you are no doubt aware, we are in Phase 2 of BC’s restart plan.
The BC Government has announced its phased approach to reopening businesses. The BC Government has partnered with WorkSafeBC to develop resources and general guides to assist in the transition from virus-related lockdown to carefully restarting social and commercial life.
Unprecedented times have called for unprecedented measures. Now, we see a flicker of light at the end of tunnel as BC has released its plan for easing the restrictions.
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.