Due to the large number of refugees now living in Germany, protection against race discrimination has recently become an issue of greater importance.
Under the German Anti-Discrimination-Act, which is derived from European directives, all employees in Germany, including apprentices and job applicants, are legally protected against discrimination on grounds of race or ethnic origin. In
When a collective agreement is negotiated, compromises are often made. Benefits are given to some but not all employees. However, this can risk being viewed as discriminatory – depending on who receives the new benefits and who does not. In a recent case before the Nova Scotia Court of Appeal, IAFF, Local 268 v Adekayode
The Fair Work Commission has found that a 50 year old airline services operator for Qantas who breached his employer’s safety rules 3 times in 20 days was not unfairly dismissed and that his breaches were considered all the more serious, given that he had 14 years’ experience in his role.
Discrimination in Quebec’s labour relations is mainly covered by the Canadian Charter of Rights and Freedoms and the Quebec Charter of Human Rights and Freedoms. Both protect an employee from being wronged by his employer based on race or ethnical differences. They offer employees a broad scope of protection namely with regards to hiring
The current law on race discrimination is set out in the Equality Act 2010 (the Act).
What is the definition of race?
Race is defined in the Act as a term which includes colour, nationality, and ethnic or national origins. It is important to note that while these factors are included in the definition
One of the key distinguishing feature between an independent and dependent contractor, particularly for employers, is that dependent contractors are owed reasonable notice upon dismissal. As reported by the Toronto Star, the distinction between the classifications is very important.
The question at issue in a recent case before the Ontario Court of Appeal (reported
Safe Work New South Wales v Austral Hydroponics P/L; Safe Work New South Wales v Eang Lam [2015] NSWDC 295
Safe Work NSW has brought a successful prosecution against a Company Austral Hydroponics Pty Ltd (Austral Hydroponics) and its Director Mr Eang Lam (Mr Lam).
This is one of the first successful prosecutions of a company and director under the Work Health and Safety Act 2011 NSW (WHS Act).
French law allows an employer to subject an employee to a non-compete obligation after the termination of his/her employment under certain conditions. However, in practice, an employer may realize at the time of the termination that an employee will actually not be in a position to constitute a threat to its interests even if he/she
On 11 February 2016, the Victorian Government announced an expert panel had been engaged to “…review and strengthen occupational health and safety standards across the state.”
Surprisingly, name tag policies have become the subject of recent litigation and labour board decisions on the topic have been hitting the news. However, the resulting litigation still leaves room for debate. In the recent decision of Prairie North Health Region v Canadian Union of Public Employees, Local 5111, an arbitration board in