As we have previously blogged about here, the British Columbia Labour Relations Code (the “Code”) which governs labour relations in unionized workplaces, was recently amended effective May 30, 2019. The amendments included placing narrower restrictions on employer speech in respect of labour relations issues.
Between 2002 and the recent amendment, section 8 of ...
Effective May 30, 2019, the Employment Standards Act and the Labour Relations Code have been amended. You can read about the amendments in our previous blog posts – click here to read about changes to the Employment Standards Act, and here to read about changes to the Labour Relations Code.
Please also note that the minimum wage in British Columbia increased on June 1, 2019 to ...
Last week we posted, “Changes to Labour Relations Code Proposed in New Report” where we outlined some notable recommendations in the panel’s report for amendments to the provincial labour relations code.
This post serves as a reminder to federally-regulated employers of upcoming amendments to the Canada Labour Code (“Code”).
These amendments include:
On June 22, 2017, Bill C-44, the Budget Implementation Act, 2017, No.1 received Royal Assent. The Act makes a number of changes to the Canada Labour Code (the “Code”) that will impact federally regulated employers, both unionized and non-unionized.
A date has not yet been set for when the changes will come into force.
This blog post provides a high level overview of the ...
Lawson Lundell's Labour and Employment Law Blog provides updates on the most recent legal developments impacting the Canadian workplace and offers practical tips for employers. We cover a range of topics, including labour relations, employment law, collective bargaining, human rights, employment standards, employment equity, workers' compensation, business immigration, privacy, occupational health and safety and pensions and employee benefits.
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