Even when they establish rules and policies prohibiting the improper use of their customers’ private information, employers may be found vicariously liable when their employees violate s. 1 of British Columbia’s Privacy Act.
In Khangura v Lumberwest Building Supplies Inc., 2023 BCSC 1053, the Supreme Court of British Columbia dismissed an employee’s claim that he was entitled to damages because he had been wrongfully dismissed without cause.
The Office of the Privacy Commissioner of Canada revised its guideline, Privacy in the Workplace, which addresses employee rights and workplace obligations with respect to employee personal information under federal privacy legislation.
Canada’s Regulation SOR/2023-78, which comes into force on December 15, 2023, will require employers to provide free menstrual products for employees’ use in each toilet room in federally regulated workplaces.
The Ontario Court of Appeal recently found that independent contractors have a duty to mitigate their damages upon the early termination of a fixed-term agreement.
The Supreme Court of British Columbia has held that a termination clause was enforceable because it met the minimum statutory requirements for notice in individual termination scenarios.
Manitoba’s Bill 235, The Employment Standards Code Amendment Act, and Canada’s Bill C-47, Budget Implementation Act, 2023, No. 1 (Bill C-47), received Royal Assent and came into force.
The Court of King’s Bench of Alberta recognized a new tort of harassment in a recent decision and awarded the individual plaintiff $650,000 in damages.
