Ontario’s Superior Court of Justice held that because a termination for cause provision in an employment contract defined “cause” more broadly than does the Employment Standards Act, 2000 it was unenforceable.
The Court of Appeal for Ontario has upheld a summary judgment decision that an employee’s refusal to comply with their employer’s mandatory COVID-19 vaccination requirements resulted in the frustration of the parties’ employment relationship.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
On March 1, 2024, the Centers for Disease Control and Prevention announced that it is updating its COVID-19 guidance and is no longer recommending that individuals who test positive for COVID-19 isolate for five days.
Next week, the U.S. Supreme Court will hear oral arguments in two cases asking whether to overturn Chevron USA, Inc. v. Natural Resources Defense Council.
Alberta court finds an employee placed on unpaid leave for failing to comply with the employer’s reasonable, mandatory COVID-19 vaccination policy was not constructively dismissed.
With the increasing number of employees in the UK bringing claims for discrimination on grounds of their beliefs, it is crucial for employers to be up to date on developments.
For the past several years, we have reported on employment and labor laws taking effect mid-year. Increasingly, new compliance challenges are not taking a summer vacation.
