Stay informed of the latest workplace law developments locally, nationally, and globally. From the timely quick read In A Flash to the In-Depth Analysis of various Advisors, Mathews Dinsdale’s team keeps you up-to-date.
The B.C. Labour Relations Board has overturned its own prior decision, finding that the B.C. Labour Relations Code does not permit provincially regulated unionized employees to refuse to cross a picket line associated with a federally regulated work dispute.
Read moreEnsuring that OHS risks are effectively managed with respect to volunteer ‘workers’ is key for employers. This article outlines what those OHS risks are and effective means of mitigating them.
Read moreNew requirements under the OHSA require certain Ontario workplaces to provide naloxone kits and training to workers on how to administer naloxone.
Read moreIn response to recent labour shortages, Government of Canada announced a temporary two-year measure extending eligibility for an Open Work Permit to family members of temporary foreign workers.
Read moreIn this issue: 1) BC Court Rules that Placement on Unpaid Leave for Violation of Mandatory Vaccination Policy is not Constructive Dismissal; 2) Roasted: Investigation Conduct Lands Employer Café in Hot Water; 3) OHRT Rules that it has Concurrent Jurisdiction with Labour Arbitrators over Human Rights Matters
Read moreEmployees who received CERB following termination of employment will no longer have those benefits deducted from any award of wrongful dismissal damages.
Read moreThe 2019 Bill legislated a max 1% compensation increase affecting approx. 780,000 workers in the public and broader public sector in ON. This article reviews the Court’s decision in ON English Catholic Teachers Assn. v. His Majesty and the potential impact on affected employers.
Read moreEI sickness benefits extended from 15 to 26 weeks and an increase of available unpaid medical leave from 17 to 27 weeks for federally regulated private sector employees under the Canada Labour Code.
Read moreAmendments, which came into effect on September 26, 2022, will bolster the employer compliance regime and increase employers’ legal obligations when hiring TFW under the IMP and under the TFWP.
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