Just about a year ago, in the early weeks of the COVID-19 pandemic, economic activity in many sectors went from red hot to nearly frozen, seemingly overnight. The hospitality industry was particularly hard hit, as business and leisure travel evaporated.
With COVID-19 vaccines becoming more accessible throughout the United States, but vaccination opportunities often limited to “business” hours, employers are experiencing an increase in requests for time off from work to obtain a vaccine.
On April 13, 2021, Ontario announced that in Phase 2 of its COVID-19 vaccine distribution plan it will provide vaccines to those 18 and over via mass immunization clinics.
The National Labor Relations Act governs what most private-sector employers can say and do with respect to employee “concerted” or group activities, whether they are represented by a union or not.
Canada’s federal Minister of Innovation, Science and Industry has introduced Bill C-11, which seeks to reform federal private sector privacy legislation.
In Currie v. Nylene Canada Inc., 2021 ONSC 1922, Ontario’s Superior Court held that “exceptional circumstances” existed to justify making an award that exceeded the 24-month “high end” amount of reasonable notice for long-term employees.
In a long-awaited decision, the Eleventh Circuit reversed a trial court ruling and held that Winn-Dixie had not discriminated against a visually impaired customer who alleged that Winn-Dixie’s website was not accessible to him.
