In anticipation of the 50th anniversary of Canada’s Official Languages Act (the “OLA” or the “Act”), the Federal Government recently announced a historic $2.7 billion in funding to support Canada’s official language minority groups and promote official bilingualism from coast to coast.
Specifically regarding the provision of services, the 2018 Federal Budget Plan informs
À l’aube du cinquantième anniversaire de la Loi sur les langues officielles (la “LLO” ou la “Loi”), le gouvernement fédéral a annoncé un investissement sans précédent de 2,7 milliards de dollars dédié à l’épanouissement des communautés de langue officielle en situation minoritaire et à la promotion du bilinguisme officiel et ce, dans l’ensemble du pays.
French employment courts generally subject alleged reasons for employee dismissal to close scrutiny, particularly where dismissals are based on a breach of the duty of loyalty or of probity. Such breaches only constitute valid grounds for dismissal if they are genuine and rely on objective facts and behaviour which are attributable to the employee concerned.
The AAT has found that the termination of employment of a former public servant who tweeted anonymously trespassed on the implied freedom of political communication and was therefore unlawful, in a decision which examined the scope and application of the Public Service Act 1999 (Cth) (PSA) in the context of reviewing a denied workers compensation claim.
Michaela Banerji brought proceedings in the AAT seeking review of a decision by Comcare to deny her workers compensation claim for a post-traumatic stress disorder she developed because of a decision by the Department of Immigration and Citizenship (Department) to terminate her employment in 2013 for breach of the PSA Code of Conduct (Code), and Department Guidelines regarding use of social media (Guidelines). The conduct relied upon by the Department was Ms Banerji’s use of a Twitter account using the twitter handle LaLegale to post tweets which were critical of the then government, immigration minister, members of the Commonwealth Parliament, government immigration policy and the Department’s Communication manager.
Comcare argued that the decision to terminate was ‘reasonable administrative action’ taken in respect of Ms Banerji’s employment so that liability for her condition was excluded from the meaning of ‘injury’ under section 5A(1) of the Safety, Rehabilitation and Compensation Act 1988. Ms Banerji argued that the termination of her employment was not reasonable administration action carried out in a reasonable manner, if it was carried out in breach of the implied freedom of political communication as identified by the High Court in Lange v Australian Broadcasting Corporation (1997) 189 CLR 520.
In Canada, most federally regulated employers in the private and public spheres are subject to the Employment Equity Act, or in French, la Loi sur l’équité en matière d’emploi (the “Act”). First enacted in 1986, the Act’s objective is to ensure that federally regulated employers proactively engage in equitable practices that
New York City has recently adopted amendments to the New York City sick time law. These amendments, which go into effect on May 5, 2018, will require action by New York City employers.
Since April 1, 2014, all New York City employers have been required to provide sick time to their employees. Whether such sick time is paid or unpaid depends upon the size of the employer. New York City employers must provide each employee with a copy of the Notice of Employees Rights at the time of hire, and generally must maintain a compliant written sick time policy that is distributed to all employees. Please see our prior legal updates for further detail on the requirements of the New York City sick time law, as follows:
Recently, New York City passed a law, Int. 1313-A, that expands the reasons for which employees can use sick time to include “safe time,” and renames the law the New York City Earned Safe and Sick Time Act. These amendments become effective on May 5, 2018.
In response to these amendments, New York City employers need to do the following:
These days especially in view of “Arbeiten 4.0”, the so called fourth industrial revolution in Germany, digitalization pervades the whole working world and is reflected in a vast number of different phenomena. As one of them artificial intelligence can complement – and in some cases even replace – manpower as we can see in the
En l’espèce dans le cadre d’un litige avec l’un de ses salariés, un employeur a été condamné à verser à celui-ci une somme totale de près de 180.000 euros. A la suite de cette décision, les deux parties se sont rapprochées ont conclu un accord transactionnel aux termes duquel l’employeur versait au salarié une somme
In our experience, many employers are under the false impression that, if they put an employee on a ‘common law contract’ and give them a fancy job title, they will be award-free, particularly if they are paid well above the award rates.
The recent case of Karen Muscat v Chase Commercial Pty Limited [2018] FWC 1398 reminds us that this just isn’t always true.
Plus tôt cette année, nous avons appris que le gouvernement fédéral allait de l’avant avec sa promesse de renouveler le régime fédéral d’équité salariale À ce jour, le gouvernement fédéral n’a pas présenté de loi. Cependant, dans le Budget de 2018, le gouvernement a promis un régime fédéral d’équité salariale proactif concordant avec celui