This paper will outline some of the major areas where employee off-duty conduct intersects with the workplace, and the current “rules of the road” employers must be aware of when considering discipline or termination in such circumstances.
This is a sample severance agreement setting out the rights and responsibilities of the employer and the separating executive, as well as the benefits that the employer will provide to the executive.
This article deals with legislation regarding tenure of pregnant employees on fixed term employment in Brazil.
In this article regarding US employment laws, learn about the at-will presumption and exceptions to the rule.
This article addresses how institutions have increasingly become alarmed at the vulnerability of their data to unauthorized disclosure driven by an employee’s desire to cash-in through a multimillion-dollar whistleblower award.
Subject to limited exemptions, the general rule set out in the Canadian Immigration and Refugee Protection Act (the “Act”) and the Regulations thereunder (the “Regulations”) is that a foreign national (defined as a person who is not a Canadian citizen or permanent resident of Canada) may not work in Canada without first obtaining a work permit. Further, foreign nationals from certain countries are unable to travel to Canada without first obtaining a temporary resident visa (a “TRV”).
This article describes how labor courts in general started to declare null and void mass dismissals made without a prior negotiation with the union, trying to reach a settlement in court.
This article addresses a number of safety issues which licensees need to be aware of and various measures they can implement in order to attempt to avoid health/safety issues in Australia.
The purpose of these guidelines is to help employees understand how company policies apply to newer technologies for communication, so you can participate with confidence not only on this blog, but in other social media platforms.
Three recent decisions of the Human Rights Tribunal of Ontario (Tribunal) serve as a reminder of the Tribunal's broad discretion to award damages where warranted. The Tribunal in Morgan v Herman Miller Canada Inc. awarded a complainant damages not because discrimination had taken place, but because the employer failed to investigate the complaint of discrimination. In Fair v Hamilton-Wentworth District School Board, the complainant received an award that included reinstatement and nine years of back pay after the Tribunal found a breach of the Ontario Human Rights Code (Code). In Monrose v Double Diamond Acres Limited, the Tribunal awarded a migrant worker no longer living in Canada significant damages for a violation of his dignity and a breach of his right to be free from reprisal.