News & Publications Results
Related items for Practice area: Labour and Employment.
|Landmark Case on the Freedom of Association from the Supreme Court of Canada: Mounted Police Association of Ontario v. Canada (Attorney General), 2015 SCC 1
The Supreme Court of Canada released a judgment last Friday that strengthens and expands the protection of freedom of association under s. 2(d) of the Charter of Rights and Freedoms. The main issue in this case was the constitutionality of the employee association scheme for members of the RCMP, who are excluded from public sector federal labour relations legislation. Instead, members of the RCMP typically advance their workplace issues through the Staff Relations Representative Program (“SSRP”).
The majority of the Court struck down the impugned legislation as violating s. 2(d) of the Charter. Although the specific result of this decision has little direct impact on most employers, as most employers' employees have access to collective bargaining, many comments from the Court exemplify a broadening perspective on freedom of association, thereby strengthening employees’ rights to collective bargaining.
|Cross Canada Guide to Human Rights Law in Employment||09.10.14|
|IKEA slapped with labour violation in B.C. strike dispute||11.8.14|
|L&E Bulletin: SCC Decision on Statutory Freeze Provisions in Labour Legislation
Today, the Supreme Court of Canada provided guidance on the proper interpretation and application of damages for breaches of statutory freeze provisions in labour legislation. These provisions prevent employers from changing terms and conditions of employment after a certification application is made by a union in respect of its employees or during the bargaining process. This case is significant to employers—the Court held that any change to the terms or conditions of employment during a statutory freeze can only be made if the change is consistent with the employer’s past management practices or it is a change a reasonable employer would have made in the same circumstances. The change cannot be made because of the arrival of the union.
|Labour and Employment Law Bulletin: Changes to Temporary Foreign Worker Program Announced
Employment Minister Jason Kenney and Immigration Minister Chris Alexander today announced significant reforms to the Temporary Foreign Worker Program (“TFWP”). The TFWP is being reorganized into two streams: the TFWP administered by Employment and Social Development Canada (“ESDC”) and the International Mobility Program administered by Citizenship and Immigration Canada (“CIC”). The changes to the TFWP reinforce the federal government’s position that the TFWP should be a program of last and limited resort for employers.
|Labour & Employment Law Bulletin: Who is an “employee” under the British Columbia Human Rights Code?
The Supreme Court of Canada has provided some important guidance regarding who qualifies as an "employee" under the British Columbia Human Rights Code in the case of McCormick v. Fasken Martineau DuMoulin LLP.
The case centred around a complaint filed with the British Columbia Human Rights Tribunal by Mr. McCormick, an equity partner at Fasken, alleging that the requirement to divest and retire discriminated against him as an “employee” on the basis of his age. While the Tribunal found that Mr. McCormick was an “employee” for the purposes of human rights legislation, its decision was eventually overturned by the British Columbia Court of Appeal. In upholding the Court of Appeal’s decision, the Supreme Court of Canada found that the factors determinative of an employment relationship are the extent to which an individual is controlled by, and dependent on, the alleged employer.
|Doing Business in Western Canada
This guide has been prepared by Lawson Lundell as a concise resource outlining certain key relevant laws and regulations that companies should consider when doing business in Western Canada.
|Labour & Employment Law Bulletin: Privacy Commissioner’s Report on Police Information Checks Released
On April 15, 2014, the Office of the Information and Privacy Commissioner for British Columbia (the “Privacy Commissioner”) issued a report regarding the use of police information checks in British Columbia (the “Report”).
|Union's Right to Employees' Home Contact Information from Employer Trumps Privacy Concerns
Ritu Mahil and Euan Sinclair'sco-authored article, "Union's Right to Employees' Home Contact Information from Employer Trumps Privacy Concerns", examines whether an employer is required to provide employees’ home contact details to assist the union with its communications, in light of both the recent Supreme Court of Canada decision in Bernard v. Attorney General (Canada) in the federal context, and the prevailing authority in British Columbia.
|Constructive Dismissal: Should I Stay or Should I Go?
Ritu Mahil'sarticle, "Constructive dismissal: should I stay or should I go?", discusses employee constructive dismissal claims becoming commonplace and the questions an employee might ask themselves when faced with a difficult working environment.
|The Importance of Responding to Privacy Complaints
A recent decision from the Alberta Office of the Information and Privacy Commissioner (the “Alberta Privacy Commissioner”) highlights the importance of responding to all privacy complaints and cooperating, to the extent possible, with the Information and Privacy Commissioner during investigations.
|Labour & Employment Law Bulletin: Viewing Employee’s Personal Email Violates Privacy Legislation
On December 18, 2013, the Alberta Office of the Information and Privacy Commissioner ordered an employer to provide training to its staff on appropriate management of personal information in response to the employer viewing a former employee’s personal email account in breach of Alberta’s Personal Information Protection Act (“Alberta PIPA”).
|Labour & Employment Law Bulletin: Pension benefits will not be deducted from damages for wrongful dismissal
On December 13, 2013, the Supreme Court of Canada released its decision in IBM Canada Limited v. Waterman, 2013 SCC 70. The decision clarifies that pension benefits paid to an employee during a reasonable notice period should not be deducted from damages for wrongful dismissal.
|Supreme Court of Canada Declares Alberta Privacy Legislation Invalid
The Supreme Court of Canada today issued its much anticipated decision in Alberta (Information and Privacy Commissioner) v. United Food and Commercial Workers, Local 401, 2013 SCC 62, a decision which addresses the balancing of privacy rights with the rights of freedom of expression under the Canadian Charter of Rights and Freedoms.
|What you need to know about changes to Canada's Temporary Foreign Worker program
Deborah Cushing's article, "What you need to know about changes to Canada's Temporary Foreign Worker program", discusses recent changes to the rules of the temporary foreign worker program for employers in Canada.
|Cross Canada Guide to Human Rights Law in Employment||09.10.13|
|Labour & Employment Law Bulletin: Restrictive Covenants involving sale of a business: Payette v. Guay Inc., 2013 SCC 45
The Supreme Court of Canada recently reiterated that restrictive covenants that arise in the context of the sale of a business will be treated differently and more generously than those that arise in the context of a contract of employment. While the case arose under the Civil law of Quebec, it clearly has implications for the common law regimes in the rest of Canada.
|Labour & Employment Law Bulletin: Changes to the Temporary Foreign Worker Program
Effective July 31, 2013 the Federal Government announced new rules relating to the temporary foreign worker program. It has advised that the changes are being made to ensure that Canadians are given the first chance at available jobs.
|Labour & Employment Law Bulletin: Supreme Court of Canada Upholds Labour Arbitration Board Decision Rejecting Random Alcohol Testing
The Supreme Court of Canada released its decision in a case concerning random alcohol testing at a paper mill operation. The Court upheld the decision of the labour arbitration board that mandatory random alcohol testing by breathalyzer was not permitted even though it was limited to employees in safety-sensitive positions.
|Labour & Employment Law Bulletin: WorksafeBC Approves Workplace Anti-Bullying and Harassment Policies
On April 24, 2013, WorkSafeBC announced the approval of new Occupational Health and Safety Workplace Bullying and Harassment Policies, which come into effect on November 1, 2013.
Policy D3011502, titled Employer Duties – Workplace Bullying and Harassment, sets out minimum requirements for employers to satisfy their obligation to take all reasonable steps to ensure the health and safety of workers and their obligation to inform, instruct, train and supervise workers to ensure their safety and those of other workers (sections 115(1)(a) and 115(1)(c) of the Workers Compensation Act).