In a recent decision still reverberating with Canadian employers, the Human Rights Tribunal of Ontario struck down an employer's practice of requiring job applicants to be permanently eligible to work in Canada.
This Insight includes a discussion of Chapters 9 and 10 of Guidelines on the Interpretation of Puerto Rico’s Employment Legislation, which provide guidance on termination from employment and discrimination.
The Ontario Court of Appeal reduced a notice period award to a separated employee, which had exceeded the normal "cap," and also held that the employer could not enforce a termination provision in a bonus plan due to lack of meaningful employee notice.
A decision of the Court of Appeal for Ontario confirms that the use by a professional service employer of different corporate structures to enter into employment agreements with employees will not interrupt the length of their service.
The Employment Appeal Tribunal has ruled that employers may take credibility as a witness in tribunal proceedings into account when considering the propriety of individuals approved by the U.K. Financial Conduct Authority to work in certain positions.
Oregon's new law prohibits employers from entering into agreements containing nondisclosure terms, requires employers to adopt specific written policies, and enlarges the period for filing discrimination claims.
The Court of Appeal in the United Kingdom recently held that the dismissal of a nurse for improperly proselytising at work was fair, where the nurse often entered into impermissible religious discussion with patients.