The Nova Scotia Government today announced $161 million of funding would be made available for small- and medium-sized businesses in Nova Scotia to help them cope with the impact of COVID-19.
Ransomware and phishing attacks are on the rise, as are the significant legal and economic considerations that follow. As businesses adapt to the “new normal” of extreme uncertainty caused by the COVID-19 pandemic, countless employees are faced with the prospect of working remotely in a variety of new (and sometimes less-than-secure) environments. Cybercriminals have taken notice.
As global concerns are on the rise, and in light of yesterday’s news of the first presumptive case of Coronavirus in Atlantic Canada, employers in this region should consider how to respond if the Coronavirus presents within the workplace. What is Coronavirus? COVID-19, commonly referred to as Coronavirus, is a virus which may cause symptoms […]
All businesses, big and small, need to be ready for Canada’s new mandatory data breach notification rules under the Personal Information Protection and Electronic Documents Act (“PIPEDA”).
Local and global data breaches remain headline news. From Facebook’s disclosure of its sharing of millions of users’ profiles (without their consent) to the recent data breach involving the Nova Scotia government’s Internal Services website, awareness is growing about privacy rights, how people share data, and how personal information is protected.
For any business today, the reality of day-to-day functioning and management involves mass-communication, networking, marketing, and the organization of important confidential information on secured computer networks.
Recent high-profile data breaches have emphasized the importance of protecting client, company, and personal information by governments and businesses.
In a decision issued February 29, 2016, Justice Morrison of the NB Court of Queen’s Bench, dismissed an appeal which would have otherwise compelled a University to disclose severance payment information, which was expressly shielded by a confidentiality clause.
The employee, Ms. Steel (“Steel”), made a summary judgment application to the Supreme Court of British Columbia (“BCSC”) for damages for wrongful dismissal from her employment with Coast Capital Savings Credit Union (the “Employer”).