A recent decision of the Ontario Court of Appeal indicates that an employee’s past service with a vendor may be a factor in the reasonable notice calculation when a successor employer terminates employment.
A new Nevada law not only shields businesses from liability related to COVID-19 under certain circumstances, but also includes a host of significant new measures meant to enhance worker safety for many employers in the hospitality industry.
In a recent decision, the British Columbia Human Rights Tribunal held that a comment a faculty member made to a university employee during a business trip did not rise to the level of sexual harassment as defined in the province’s Human Rights Code.
As we progress into the next phase of the pandemic, employers in the UK are considering how to safely reintegrate staff into the workplace whilst also managing the risks of processing health data and setting out the expectations for employees.
Employers with employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training and postings.
Effective July 23, 2020, Suffolk County, New York amended its Human Rights Law to ban race and religious discrimination based on hairstyle, hair texture, and religious garments as components of “group identity” under the county’s Human Rights Law.
In this GQ|Littler article, we highlight some of the issues and risks employers face when dealing with different types of employees as businesses reopen, including those who refuse to return to the workplace.
The Supreme Court of Puerto Rico has ruled that the status of ex-offender is not a protected category under the Constitution nor under Puerto Rico’s general anti-discrimination statute.
