Our handbook restricts employees on the sales floor from wearing facial piercings, visible tattoos, long beards and dreadlocks. We’ve heard that new laws prohibit “hairstyle discrimination” and restrict dress codes. Can we still maintain our look?
Littler’s International Employment Law Practice Group includes experienced practitioners who help employers solve local and multinational legal issues across borders. Here, we shine a light on burgeoning legal developments in several Asia Pacific nations.
The Ontario Divisional court recently held that an employer is not discriminating against an accommodated employee who can only work part-time because of a disability when it fails to provide the employee the benefits that a full-time employee receives.
On Friday, November 29, 2019, the Philadelphia Mayor’s Office of Labor postponed the effective date of the Philadelphia Fair Workweek Employment Standards Ordinance from January 1, 2020 to April 1, 2020.
In Canada, employers that host holiday parties for their employees could expose themselves to significant common law liability for the actions of an employee or guest who is under the influence of alcohol or cannabis.
When Canada’s Cannabis Act and supporting regulations came into force on October 17, 2018, Canada became the first major world economy to establish a legal framework at the federal level for the adult recreational use of cannabis.
The Illinois legislature has passed amendments to the Cannabis Regulation and Tax Act that may ease employer concerns about maintaining and enforcing drug-free workplace programs prohibiting marijuana use.
As the end of the year approaches, many employers are preparing for the annual office holiday party. This crossword puzzle reviews some of the issues surrounding this festive holiday tradition.
A Canadian employee's attempt to invalidate an employment contract failed, even though one provision in the contract, the just-cause termination provision, was invalid.
The Human Rights Tribunal of Ontario recently rendered its decision on remedy in a case in which it found the employer’s practice of requiring job applications to be permanently eligible to work in Canada as discriminatory.
