In a recent decision, an Ontario court stated that an employee’s efforts to mitigate his losses arising from the alleged constructive dismissal did not toll the limitation period and were irrelevant to when the limitation period began to run.
The Alberta Court of Appeal recently confirmed that the applicable test for establishing family status discrimination in Alberta is the test established in Moore v. British Columbia (Education), which applies to other enumerated grounds of discrimination.
The Supreme Court of Canada has issued its decision in Wastech Services Ltd. v. Greater Toronto Sewage and Drainage District, which clarifies a party’s duty to exercise contractual discretion in good faith.
An arbitrator has rejected a grievance filed on behalf of Ontario retirement home employees challenging the reasonableness of a policy imposing bi-weekly COVID testing on all staff.
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.
Two years after the #MeToo Movement made the prevalence of sexual harassment and sexual assault in the workplace known worldwide, the Alberta Court of Appeal in a recent decision offered some important commentary.
With Canada’s federal election fast approaching, Canadians will also be marking the anniversary of a major legislative change that has had a significant impact on the employment law landscape in this country: the legalization of cannabis.
A recent labour arbitration case in Nova Scotia considered whether an employee who masturbated while watching pornography in a workplace bathroom stall had a sex addiction, and whether sex addiction is a disability that employers must accommodate.
