The perception that employees have no expectation of privacy – that, like a uniform, this is a sacrifice made in exchange for a pay cheque – is increasingly unrealistic. With society’s heightened awareness of privacy laws, it is now accepted that privacy is a right and not a privilege. Accordingly, it is generally accepted that employees are entitled to a reasonable amount of privacy in and outside of the workplace.
Work sites today can present many safety hazards but even more hazardous may be the pitfalls of trying to negotiate the right insurance package for any given project. In Nova Scotia, the Occupational Health and Safety Act, along with its Regulations, offers contractors guidance on acceptable safe practices, but there is no handy guide to negotiate through the insurance process.
Issues arise with every construction. But what separates the projects that complete successfully from those mired in litigation? Whether it is early intervention to nip catastrophe in the bud or proactive management before problems arise, there are some easy guidelines you can follow to minimize risk.
A significant cost of any major project is the labour component. Labour shortages, lower productivity, escalating costs and potential disruption by labour unrest can all increase financial risks. A labour strategy, designed to minimize risks and attract a competent and productive work force, can ensure that the project is done right the first time, on time, safely and within budget.
Constructive dismissals are something that most employers are aware of, but many may not be aware that constructive dismissals are in fact very difficult cases for employees to win. This is illustrated by a recent case out of Nova Scotia, Gillis v. Sobeys Group Incorporated 2011 NSSC 443.
It is important to know the law around drug and alcohol testing. The main concern is human rights law.
Is your organization a Not-For-Profit (NFP) corporation created under Part II of the Canada Corporations Act (Canada)?
If so, it needs to transition to the new Canada Not-for-Profit Corporations Act (the NFP Act) or Corporations Canada will dissolve your NFP. NFPs have until October 18, 2014 to transition under the NFP Act.
While restrictive covenants are one of the most discussed subjects in labour and employment law, recent court decisions illustrate the reluctance of Canadian courts to enforce restrictive covenants that are more than what is reasonably necessary to protect the employer’s interests.
The fall sitting of the 3rd session of the 61st General Assembly of the Nova Scotia Legislature began on October 31, 2011 and rose on Thursday, December 15, 2011. 40 Government Bills, 27 Private Member’s Bills and 4 Private and Local Bills have been introduced during this sitting of the House of Assembly.
The fall sitting of the 3rd session of the 61st General Assembly of the Nova Scotia Legislature began on October 31, 2011. As of December 9th, 39 Government Bills, 26 Private Members Bills and 4 Private and Local Bills have been introduced during this sitting of the House of Assembly.