Labour and Employment Law Blog

On December 8, 2016, the Office of the Information and Privacy Commissioner for
British Columbia (the “OIPC”) issued its first ever Audit and Compliance Report
following an audit of a private sector business. In Audit and Compliance Report P16-
01‒ Over-collected and Overexposed: Surveillance and Privacy Compliance in a
Medical Clinic (the “Report”), the ...

The BC Government has passed a bill (Bill 27 – 2016: Human Rights Code Amendment Act, 2016) to add "gender identity and expression" as a prohibited ground of discrimination under the Human Rights Code. The amendment adds a prohibition against discrimination on the basis of "gender identity and expression" in addition to the existing grounds of “sex” and “sexual ...

The Canada Labour Code (the “Code”), which applies to federally regulated employers, provides that non-union employees in non-management positions with 12 months or more service can bring complaints alleging that the termination of their employment was “unjust.” An adjudicator deciding an unjust dismissal complaint under the Code can award a wide range of ...

There were two interesting developments in Ontario this month in employment and human rights law.

1. Changes to the Occupational Health and Safety Act

Bill 132 received Royal Assent. Important to our employer clients in Ontario are the amendments to the Occupational Health and Safety Act (OHSA). Bill 132 now expands the definition of “workplace harassment” in the OHSA ...

On March 15, 2016, Manitoba gave royal assent to legislation that will provide employees who are victims of domestic violence with both paid and unpaid leave from work. Titled The Employment Standards Code Amendment Act (Leave for Victims of Domestic Violence, Leave for Serious Injury or Illness and Extension of Compassionate Care Leave) (the “Act”), the law is the ...