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EMPLOYMENT
LAW News
Dec 15, 2014
Report emphasizes focus on harm reduction and social determinants of health to reduce risk and improve health and safety of sex workers

Dec 15, 2014
4 workers killed last month on highway

Dec 11, 2014
Only promise of immunity would allow employees to speak freely to investigator: Union

Dec 11, 2014
Spells out unacceptable behaviour, how to handle complaints

Dec 10, 2014
Parallel investigations into cause and for prosecutions can now be conducted at the same time at an incident site

Dec 8, 2014
But Saskatchewan law based on 'no-fault' system

Dec 8, 2014
Includes $16,000 in lost wages
GLOBAL
EMPLOYMENT LAW NEWS
Dec 9, 2014
Rules on overtime, time between shifts and safety equipment have been broken in construction of Olympic facilities

Dec 8, 2014
Lawyer Duan Yi advises workers on collective action

Dec 8, 2014
Convicted of helping manager bilk investors of billions of dollars

Dec 4, 2014
UPS says starting in January it will provide accommodations for pregnant women

Oct 8, 2014
Employee argue security process is part of the job and they should be paid for time spent going through it

Sep 23, 2014
Company required additional paperwork from permanent resident employees vs. those who were U.S. citizens, contrary to immigration law
Current Issue
Two Ontario cases showcase possible trends in human rights decisions employers need to be aware of going into 2015

Employer accused worker of leaving without permission but worker was operating under past practices

Both sides in employment relationship should take heed to top court’s ruling on contracts

View the entire issue
Next Issue: January 7, 2015
Cynthia Ingram, a lawyer with Keyser Mason Ball, explains to Canadian HR Reporter TV what the components of thorough workplace investigations include.

Managing an Aging Workforce

Best practices in managing older workers and generational diversity will prepare your organization for the demographic shift of an aging population
Employers must give employees plenty of warning and a chance to improve if they want to terminate without reasonable notice
2 recent cases highlight importance of facts, employee honesty in determining discipline