On April 22, 2022, Ontario announced that it is maintaining the existing provincial masking requirements in select higher-risk indoor settings, as well as other current directives, until June 11, 2022.
Since late fall 2021, we have seen a steady flow of arbitration awards emerge in Ontario and British Columbia that consider issues relating to mandatory COVID-19 vaccination policies in the unionized workplace.
Five individuals, including a consultant who provides diversity, equity & inclusion (DE&I) training to employers, have filed a lawsuit seeking a preliminary injunction against Florida’s “Stop WOKE” Act.
On April 22, 2022, Florida enacted so-called “anti-woke” legislation, amending the Florida Civil Rights Act and potentially limiting the ability of employers to include discussions of “implicit bias” or systemic racism in workplace training.
Maine recently amended its final wages statute to require that “[a]ll unused paid vacation accrued pursuant to the employer's vacation policy on and after January 1, 2023 must be paid to the employee on cessation of employment.”
An arbitrator recently decided that the mandatory vaccination policy of BC Hydro was reasonably necessary to justify the significant intrusion on its employees’ bodily integrity and medical privacy - but the policy's discipline aspect was unreasonable.