Workplace violence, as defined under the Ontario Occupational Health and Safety Act, includes not only physical violence but also statements or behaviour that can be interpreted as threats of violence. The Act further imposes an obligation on employers to take every...
In a 2021 decision of the British Columbia Supreme Court, Verigen v Ensemble Travel Ltd., an issue was raised regarding whether an employee handbook was enforceable such that employees would be limited upon the termination of their employment to the statutory minimum...
Over the last two years, the global COVID-19 pandemic has facilitated significant changes to the way Canadians work. Workplaces have transformed from in-person settings to digital, remote settings at an unprecedented rate. As the way we work changes, so too must the...
In an earlier blog post this year, we looked at a case suggesting that unions that are unsuccessful in challenging workplace mandatory vaccine mandates are not in breach of their duty of fair representation under the Ontario Labour Relations Act, 1995. The “duty...
In Lawton v Syndicated Services Inc., the Alberta Provincial Court upheld a termination clause in an employment contract that limited an employee’s notice period to just four weeks. The Facts Mr. Lawton was a former employee of Syndicated Services Inc. He commenced...
