A new decision provides guidance on when an administrative body’s statutorily permitted review of its past decision will be considered the “continuing effect” of a previous act of discrimination rather than a new and discrete act of discrimination.
In Bertsch v. Datastealth Inc., 2024 ONSC 5593, the Ontario Superior Court of Justice dismissed an employee’s claim for common law reasonable notice of termination on a Rule 21 motion.
On November 8, 2024, Manitoba’s Bill 37, The Budget Implementation and Tax Statutes Amendment Act, 2024 and Bill 9, The Employment Standards Code Amendment Act, received Royal Assent and came into force.
The Court of Appeal for Ontario found that settlement documents signed after an employee separated from employment prevented him from suing for the value of vested stock options.
The Ontario Superior Court of Justice ordered an independent medical exam of an employee who claimed in his wrongful dismissal action that he could not mitigate his damages by seeking alternative employment because of a mental health condition.
The Global Guide Quarterly (GGQ) features developments pertinent to various regional and industry-specific labor and employment issues around the world.
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 Human Rights Tribunal of Ontario dismissed a volunteer’s application alleging discrimination with respect to employment because of sexual orientation, gender identity and gender expression contrary to the Human Rights Code (HRC).
On September 18, 2024, Canada announced that it would impose new language and field of study eligibility requirements on its Post-Graduation Work Permit (PGWP) Program.
