All hockey fans should remember the NHL lockout in 2005. We missed a full NHL season while the NHL and the NHLPA (National Hockey League Players’ Association) renegotiated the terms of their collective agreement. In 2012 we lost half a season to a second lockout. During both lockouts, the NHL and NHLPA added terms to… Read more »
Sean McGee, avocat dans les groupes droit du travail et de l’emploi, répond à l’une des questions les plus fréquemment posées « À quoi est-ce que je peux m’attendre lors d’un arbitrage? » Voir aussi: remarques à l’intention à une audience d’arbitrage Communiquez avec avocat du droit du travail Sean McGee, par telephone au 613-231-8232,… Read more »
Steve Waller, a lawyer in the Labour and Employment Law Groups at Nelligan O’Brien Payne, answers one of the most commonly asked questions from new union representatives: what should I expect at an arbitration? See also Tips on How to Prepare to be a Witness, which is referred to in Part II. View part two… Read more »
In part two of this two-part series, Steve Waller, a lawyer in the Labour and Employment Law groups at Nelligan O’Brien Payne, describes the role of the witness in an arbitration. In case you missed it: view part one of this series of videos. See also Tips on How to Prepare to be a Witness,… Read more »
Nelligan O’Brien Payne gratefully acknowledges the contribution of Sarah Mansour, Student-at-Law in writing this blog post. When it comes to codes of conduct, how strict should an employer be in penalizing breaches? Is a “momentary lapse in judgement” a reasonable excuse? In Stewart v. Deputy Head (Canada Border Services Agency), the Public Service Labour Relations… Read more »
For 14 years, the British Columbia Teachers’ Federation (‘BCTF’) has battled the BC government over class size and composition. The battle began in 2002 when the Province – with Christy Clarke as Education Minister at the time – passed two statutes removing teachers’ ability to negotiate class size and composition forever. This decision sparked years of protesting.
In a recent labour arbitration, an employer was held responsible to protect its employees against such flaming tweets and other forms of harassment via social media. The decision in Toronto Transit Commission and Amalgamated Transit Union, Local 113, Re required the Toronto Transit Commission (‘TTC’) to take steps to protect its employees from online abuse occurring on its @TTChelp Twitter account.
In my previous blog post, Pre-Existing Impairments Offset from Non-economic Loss Awards and Impact Ongoing Benefits, I discussed the new Workplace Safety and Insurance Board (WSIB) policy 15-02-03 entitled ‘Pre-Existing Conditions’. This policy defines pre-existing conditions as ‘any condition that existed prior to a work-related injury/disease, and may include injuries, diseases, degenerative conditions, and psychiatric conditions.’ Although the Board issued an administrative practices document entitled ‘Pre-Existing Conditions’, it did not provide any insight into how decision-makers would implement the new policy in the decision-making process.
On May 17, 2016, the government introduced Bill C-16, An Act to amend the Canadian Human Rights Act and the Criminal Code, sponsored by Ms. Jody Wilson-Raybould (Minister of Justice and Attorney General of Canada, Liberal). The purpose of this Bill is to include ‘gender identity’ and ‘gender expression’ as prohibited grounds of discrimination in the Canadian Human Rights Act (‘Act’); more specifically, to protect transgender individuals from discrimination.
On October 13th, the Supreme Court of Canada granted leave to appeal in British Columbia Human Rights Tribunal v Schrenk. By granting leave to appeal, the Court is going to weigh in on the extent to which discrimination in employment is predicated on there being a power imbalance between the perpetrator and the victim of harassing behaviour.