New regulation provides guidance on the implementation of British Columbia, Canada’s Bill 13, Pay Transparency Act, which requires covered employers to prepare and make public a pay transparency report.
Ontario’s Superior Court of Justice ordered an employer to pay to the employee the costs of the proceeding in the amount of $830,761 to dissuade employers from engaging in tactical litigation designed to discourage employees from pursuing their rights.
The Government of British Columbia provides additional guidance on s. 2 of the province’s Pay Transparency Act, which requires employers to specify in all publicly advertised job opportunities the job’s expected salary or wage range.
The Court of King’s Bench of Alberta dismissed an executive’s claim that he had been wrongfully dismissed from his employment, finding that his employment had been justly terminated for cause due to his misconduct and breach duties.
The British Columbia Court of Appeal upheld a lower court’s determination that an employee’s sexual harassment of his subordinate was not sufficiently serious to justify his dismissal.
The Supreme Court of British Columbia found that an employer had just cause for the dismissal of a full-time employee who worked on a side business during working hours and did not provide the employer full-time service.
A recent Ontario Court of Appeal (OCA) decision demonstrates the process an employer may be expected to undertake to recover employee-stolen funds when the proceeds of the fraud are traced to the assets of a “stranger to the fraud.”
Canada has published a Regulation under the Canada Labour Code (CLC) exempting certain classes of employees in the banking, telecommunications and broadcasting, rail and airline sectors from specified hours of work requirements in the CLC.
