Recent Changes Affect Parental and Maternity Leave in Atlantic Canada
In December 2017, the federal government introduced major changes to maternal and parental employment insurance (EI) benefits.
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Are You Ready? Navigating Medical and Recreational Cannabis in the...
As an employer, it’s important to prepare yourself for the legalization of cannabis.
11 Steps to Minimize Employer Liability at the Holiday Party
It is time to revisit the topic of Host Liability and what an employer can do to ensure the holiday party is the social event of the year and not a litigation nightmare.
‘Tis the season to be cautious!
It is time to revisit the topic of Host Liability and what an employer can do to ensure the holiday party is the social event of the year and not a litigation nightmare. If, as an employer, you are planning a holiday gathering where alcohol will be served, you should be aware that you may be exposing your company to significant financial liability for the actions of an impaired guest. The issue of Host Liability is categorized in three ways: Commercial, Social, and Employer. These principles and best practices are important to keep in mind, especially during this time of year.
Grievance Process Privilege
Employers of unionized employees are likely already aware that discussions held during the grievance process between management and union officials are privileged; that is, the nature and content of those discussions will not be admitted into evidence at a subsequent arbitration hearing without consent of both parties. The reason for the privilege is to encourage open discussion in an effort to settle disputes. The concern is that the possibility of later disclosure of grievance process discussions to an arbitrator will curtail or inhibit such discussions.
Changes to the Labour Relations Act in Newfoundland and Labrador
The Government of Newfoundland and Labrador has made amendments to the Labour Relations Act (the “LRA”) and the Public Service Collective Bargaining Act (the “PSCBA”). Bill 37 amended the LRA and Bill 38 amended the PSCBA. Both amendments mark substantive changes to labour relations in the Province and came into force June 27, 2012. The effects of the changes most notably alter the Certification Process, Collective Bargaining/First Collective Agreements, and the scope for use of Special Project Orders (“SPO”).