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.
Employers with employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training and postings. This updated article presents this information in a single publication.
This Insight discusses Chapters 6 and 8 of the Guidelines on the Interpretation of Puerto Rico’s Employment Legislation, which provide guidance on vacation entitlement, sick leave, lactation breaks, and equal pay.
In the last couple of decades, the state of the art for how companies conduct their internal investigations has evolved considerably, particularly in the United States.
On May 2019, the Puerto Rico Department of Labor (PRDOL) revised and updated its Protocol on Sexual Orientation and Gender Identity Discrimination pursuant to Act No. 22 of 2013.
As we sip champagne reflecting on the first anniversary of the effective date of the European General Data Protection Regulation, we consider the obligations, and four key compliance steps, that employers should bear in mind.
