The prevalence of remote working arrangements has led to an increase in new and nuanced legal questions for employers to consider. One of these questions is how employers should count their remote workers when seeking to comply with the Worker Adjustment and Retraining Notification Act (WARN).
Read the entire legal update, “WARN Act counting
The U.S. District Court for the Southern District of New York recently held that, as a matter of first impression, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) does not invalidate a binding arbitration agreement if the plaintiff fails to plead a plausible sexual harassment claim.
See: Yost v. Everyrelam, Inc.
L’art. 41.1 de la Loi sur les normes du travail (LNT) prévoit qu’un employeur ne peut accorder à un salarié un taux de salaire inférieur à celui consenti à ses autres salariés qui effectuent les mêmes tâches dans le même établissement uniquement en raison de son statut d’emploi, notamment parce qu’il travaille habituellement
Instagram. Facebook. TikTok. Snapchat. Four words that have not only changed today’s lexicon, but have also created new issues for today’s employers. Incidents of “social media gone bad” are steadily appearing in workplaces and employers are struggling to strike an effective balance between protecting their businesses while still preserving their employees’ ability to freely express
En juin 2022, le législateur fédéral a apporté d’importantes modifications à la Loi sur la concurrence (la « Loi »), lesquelles auront des effets importants pour les employeurs de juridiction tant provinciale que fédérale. Notamment, certaines modifications, qui entreront en vigueur le 23 juin 2023, viennent interdire les accords entre employeurs visant à :
A ”bring your own device” (BYOD) program is a popular arrangement used by employers, whereby employees use their personal devices (e.g., smartphones, laptops, or tablets) for both personal and business purposes. Last year, about two-thirds of Canadian private sector employers had at least one employee using personal devices for business-related activities. [1]
While
In Syeed v. Bloomberg L.P. 2023 WL 350565, the New York Court of Appeals recently accepted certification of a question on state law put to it by the United States Court of Appeals for the Second Circuit, namely:
Whether a nonresident plaintiff not yet employed in New York City or State satisfies the impact requirement
On January 31, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) held a public hearing entitled “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier”.[1] During the hearing, the EEOC explored the potential benefits and harms associated with artificial intelligence (AI) and other automated
Une récente décision (la Décision) rendue par l’arbitre Me François Hamelin (l’Arbitre)[1] confirme qu’au Québec, la dénonciation d’une pratique passée (utilisée comme moyen d’interprétation d’une disposition ambiguë d’une convention collective) n’a aucun effet en l’absence d’une modification, par négociation, du texte en cause. À notre connaissance, il s’agit de la première décision
Non-competition clauses have recently come under fire, as some Canadian courts and legislatures have rebuffed their application to independent contractors and employees. Courts are generally cautious about enforcing these types of clauses because they are seen as a restraint on trade. Further, given the power imbalance inherent in employment and contractor relationships, non-competition clauses are