A new law, which amends the New York Civil Rights Law, will require New York employers to provide notice before monitoring employee electronic communications. The amendment takes effect on May 7, 2022.
The new law requires that New York employers fulfill three requirements before electronically monitoring
Le 23 mars dernier, dans l’arrêt Commission des droits de la personne et des droits de la jeunesse c. Commission scolaire de Montréal, 2022 QCCA 398, la Cour d’appel du Québec a déterminé que la légalité de l’utilisation d’un formulaire médical pré-embauche par un employeur est une question qui relève de la juridiction
On April 1st, the UK Health Security Agency (UKHSA) issued guidance for employers on living safely and reducing the spread of respiratory diseases such as COVID-19 to replace the previous ‘Working Safely Guidance’ after the relaxing of COVID-19 measures in the UK.
The guidance outlines ways employers can aim to reduce the spread
This blog was co-authored by Thando Ndita, candidate attorney
Last month the Minister of Employment and Labour published proposed amendments to the Employment Services Act, 2014, the purpose of which is to address high unemployment and the “high representation of foreign nationals” in the unskilled sector. Foreign nationals include all persons who
In our previous article in the Transforming Workplace series we outlined the benefits of short-term “work from anywhere”. In this article, we focus on the advantages of introducing flexible hours and days.
The Decline (and Fall?) of the Five-Day Workweek
This article is part of our Transforming Workplace series. Other articles exploring the opportunities,
In our previous articles in the Transforming Workplace series we examined the challenges of “work from anywhere”. In this article, we consider the best options for introducing “work from anywhere” on a short-term basis in your organisation.
Work from Anywhere: Short-Term
This article is part of our Transforming Workplace series. Other articles exploring the opportunities,
Picture this: an employee is absent from work without explanation or authorization – it may be a sudden absence of a few days or, perhaps, the employee has failed to return from a leave of absence or vacation. Can an employer treat the employment relationship as at an end on the basis of job abandonment?
As many trustees begin to finally get to grips with the requirement to align their management and reporting of climate-related risks and opportunities with the Taskforce on Climate-Related Financial Disclosures (TCFD) framework, they may have to find a little bit more room on the governance agenda.
Speaking at the PLSA ESG Conference 2022,
Modifications en vigueur le 6 avril 2022 en matière de santé et de sécurité du travail
Le 6 octobre 2021, la Loi modernisant le régime de santé et de sécurité du travail[1] (ci‑après, la « LMRSST ») a reçu la sanction royale. Rappelons que cette loi prévoit une réforme majeure des lois québécoises en
April 2022 marks the annual increase in the current statutory payments and other employment limits, employers should ensure they are aware of these changes and make adjustments where appropriate.
From April 2022, there will be increases to statutory payments for time off work: