Au Québec, le vol ou la fraude commis par un salarié dans le cadre de son emploi peuvent généralement constituer un motif sérieux de congédiement. Il peut s’agir parfois d’un vol d’équipement, d’appropriation illégale de sommes dans un contexte de remboursement de dépenses ou simplement d’un vol « de temps ». Ces situations débutent normalement
U.S. Visa Interviews Waived for Certain Nonimmigrant Visas until December 31, 2022
The COVID-19 pandemic has resulted in profound reductions in the U.S. Department of State’s (DOS) visa processing capacity. Consequently, the DOS in consultation with the Department of Homeland Security (DHS) announced on December 31, 2021 that consular officers had been granted the discretionary power to temporarily waive in-person interview requirements for certain nonimmigrant visas until
Employeurs fédéraux et les sanctions administratives pécuniaires
Parmi les modifications apportées au Code canadien du travail (Code) entrées en vigueur le 1er janvier 2021, notons l’ajout de la nouvelle partie IV du Code intitulée « Sanctions administratives pécuniaires » (SAP) et du Règlement sur les sanctions administratives pécuniaires (Code canadien du travail) (Règlement). Une approche
Federal Employers & Administrative Monetary Penalties
Within the several changes to the Canada Labour Code (Code) that came into force on January 1, 2021, a new Part IV to the Code entitled “Administrative Monetary Penalties” (AMPs) accompanied by the Administrative Monetary Penalties (Canada Labour Code) Regulations (Regulations) was added. A phased-in approach has been adopted
Notice to federally regulated employers: 10 days of medical leave of absence with pay
On December 17, 2021, the federally proposed Bill C-3 received royal assent. One of the material amendments made to the Canada Labour Code (Code) will allow employees to earn up to 10 days of medical leave of absence with pay in a calendar year. This amendment will apply to all employees working in
Avis aux employeurs sous réglementation fédérale : 10 jours de congé payé pour raisons médicales
Le 17 décembre 2021, le projet de loi C-3 proposé par le gouvernement fédéral a reçu la sanction royale. Une des modifications importantes au Code canadien du travail (Code) est la suivante : un employé pourra acquérir au plus 10 jours de congé payé pour raisons médicales par année civile. Cette modification sera
(Just) Cause for Concern? Ontario Divisional Court weighs in on enforceability of “for cause” termination provisions
The Ontario Divisional Court recently dismissed the employer’s appeal in Lamontagne v JL Richards & Associates Limited (Lamontagne)[1], adding an appellate lens to the body of case law addressing the enforceability of “for cause” termination provisions in employment contracts.[2]
In Lamontagne, the employer terminated the applicant’s employment without cause
Government Announcements for Federally-Regulated Employees
Mandatory vaccination
The federal government has announced that it will propose regulations under Part II of the Canada Labour Code (Code) – Occupational Health and Safety – to make vaccination against COVID-19 mandatory in all federally-regulated workplaces. It looks to quickly finalize these new regulations so that they are in force as of
New Ontario employment legislation requires “disconnect from work” policies and prohibits non-competes
New legislation in Ontario introduces a first-in-Canada requirement for employers to prepare “disconnect from work” policies for their employees. It also creates a novel prohibition on non-competition provisions in employment agreements.
On December 2, 2021 Bill 27, Working for Workers Act, 2021, (“Bill 27”) received royal assent, passing into law several amendments
Sick Day: Five Days’ Paid Leave for BC Employees Starts January 1, 2022
On November 24, 2021, the Government of British Columbia announced that, as of January 1, 2022, eligible employees will be entitled to five paid days of sick leave per year, pursuant to amendments to the Employment Standards Act (ESA) and Employment Standards Regulation, for any personal illness or injury. This entitlement