March 2017

Recent enforcement action under Ontario’s Occupational Health and Safety Act (“OHSA”) serves as a stark reminder of an employer’s obligation to implement workplace harassment and violence policies and programs in the workplace.  A security company (the “Company”) was recently fined $70,000.00 for non-compliance with orders issued under OHSA.

After receiving information about

Dismissing an employee due to economic difficulties is extremely delicate in France. A law dated 8th August 2016 has specified the definition of the economic grounds for dismissals, providing that economic difficulties are, in particular, characterized by a significant evolution of an indicator such as a significant drop of turnover, a significant drop in purchase

Chodha v. 1352866, 2016 HRTO 1241 demonstrates that human rights tribunals will consider an employer’s bona fide subjective belief in deciding whether the employer has provided a reasonable explanation for apparently discriminatory conduct. Indeed, the employer’s belief may take precedence over factual circumstances, as they did in this case.

The case involved the termination

On March 13, 2017, the Alberta government announced that they would be proceeding with a review of Alberta’s workplace laws, including the Labour Relations Code and the Employment Standards Code. In a public mandate letter addressed to Arbitrator Andrew C.L. Sims, Q.C., the Minister of Labour identified a number of specific considerations that will form

This post was contributed by Jahan Meeran, Trainee Solicitor, Norton Rose Fulbright LLP, London

A recent decision of the Employment Appeal Tribunal (EAT) illustrates the pitfalls of not adopting a sensitive consultation process in the event of redundancy..

In the case, the claimant had been employed by the property management division of his employer for

In January of 2017 the Ontario Ministry of Labour issued a clarifying statement on the definition of a Critical Injury under Regulation 834 of the Occupational Health and Safety Act.  This clarification will be of interest for all employers facing a potentially reportable injury in the workplace.  While not binding, it illustrates what the

Dual employment is a sensitive subject in French employment law as it enables employees to raise claims against a different employer from that with which the employment contract was signed.

The matrix-type organisation of groups of companies, which has become the rule, can have adverse consequences if employees have the feeling that they are employed