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.
Immigration, Refugees and Citizenship Canada (IRCC) has announced temporary changes that will help to address Canada’s current labour shortages.
Read moreThe deadline to establish an electronic monitoring policy is fast approaching. Bill 88 amended the Employment Standards Act to require employers to have a written policy on electronic monitoring of employees in place by October 11, 2022.
Read moreBelieved to be the first civil court decision of its kind in Canada, the BC Supreme Court has dismissed an employee’s claim for constructive dismissal which was brought after the employee was placed on an unpaid leave of absence for failing to comply with her employer’s mandatory vaccination policy.
Read moreIn this issue: 1) To Track or Not to Track: Your Organization Needs an Electronic Monitoring Policy for That; 2) Kosteckyj v Paramount: Employee had 25 days to Claim Constructive Dismissal; 3) “Quiet Quitting”: Emerging Issues and the Future of Work
Read moreThe Federal Government has announced that effective October 1, 2022, all COVID-19 border measures will be lifted. This article details what this means for travellers.
Read moreIn two recent awards, Ontario arbitrators held it was reasonable for employers to insist on employees getting at least two doses of a COVID-19 vaccine, even in the context of the Omicron variant.
Read moreFederal Government has announced a day off to coincide with the Queen’s funeral on September 19th, and encouraged provinces to follow suit. However the provincial response has been varied with some decisions still being made.
Read moreThe Government is expected to enact a “modern slavery” bill that will require companies to examine supply chain and produce annual reports.
Read moreArbitrator upheld a mandatory three-dose vaccination policy in a long-term care home setting and found the employer even had a positive obligation to impose the policy, despite revocation of the Government Directive mandating vaccination policies in long-term care homes.
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