In January the Supreme Court of Canada released three decisions that will have significant impacts upon labour relations across the country. (more…)
Category: Labour / Employment Law
Employer’s Corner – WorkSafeBC Bullying and Harassment Prevention and Local Governments
Introduction
Effective July 1, 2012, the Workers Compensation Act (the “Act”) was expanded in the context of the definition of mental disorders under section 5.1 to include an injury caused by “work-related stressors”, including bullying or harassment. Also, effective November 1, 2013, the Occupational Health and Safety Prevention Manual added new policies regarding the obligations of employers, workers and supervisors for the prevention and minimization of bullying and harassment in the workplace. (more…)
The Disabled Employee – Part 3 – Accommodation to the Point of Undue Hardship
In Part 1 of this 3 part series, we discussed the definition of disability, requesting medical information to determine if there is a disability, and what accommodation may be required. In Part 2, the focus was on the process of accommodation. In this Part 3, we will discuss when the duty to accommodate ends or, in legal terms, the circumstances when the employer reaches the point of undue hardship. (more…)
The Disabled Employee – Part 2: The Duty to Accommodate
In Part 1 of this 3 part series we discussed the definition of disability, requesting medical information to determine if there is a disability, and what accommodation may be required. In Part 2 the focus will be on the process of accommodation. In Part 3 we will discuss when the duty to accommodate ends or in legal terms when has an employer reached the point of undue hardship. (more…)
Employer’s Corner – The Disabled Employee Part 1
SMS is pleased to present our new section of the LoGo Newsletter, Employer’s Corner. There are many ways employers and managers can prevent significant and costly claims by employees or former employees. I have practiced in the employment field for over 20 years and assisted a broad range of clients, including employers with over 500 employees, and some with as few as 2 employees. I have learned over the years that employers who are knowledgeable, able to identify possible issues and seek advice early save themselves significant time and money. In this area a little advice goes a long way. (more…)
Ending an Employment Relationship With a Problem Employee
Municipal and regional district employees are often the public’s first and only personal point of contact with their local government. These interactions are important as they have an impact on the reputation and accountability of elected officials and local government staff. Like any employer, local governments are not legally required to tolerate a problem employee in the workplace indefinitely. (more…)
