When an Ontario employee executes a well-drafted release of claims upon termination, there may still be a risk that a court will conclude the release is unenforceable because it is unconscionable.
New Zealand employers should be aware that there are several significant legislative changes to the Employment Relations Act 2000 taking effect this spring. This article briefly reviews key amendments that recently took effect – or take effect today.
Canadian law clearly requires employers to accommodate employees with disabilities unless it causes an undue hardship. But how are employers to deal with employees on medical leave who do not communicate with the employer?
A recent decision puts employers in Ontario on notice that if they re-hire an employee who has a history of victimizing a current employee, and the current employee finds continued employment intolerable, they risk liability for constructive dismissal.
The Puerto Rico DOL has issued a last-minute administrative determination allowing employers to submit their quarterly unemployment returns corresponding to the first quarter of 2019 on paper instead of electronically.
The British Columbia Court of Appeal recently affirmed that it continues to be bound by the existing legal test for adverse discrimination on the ground of “family status.”
Suspending an employee during a workplace investigation is sometimes necessary. But before an employer decides to suspend a U.K. employee, it should consider several factors to reduce the risk of potential claims of forced resignation.
In a work session held on April 3, 2019, the Labor & Social Welfare Commission of Mexico’s House of Representatives issued the last draft of the decree to reform the Federal Labor Law. This article summarizes key provisions of the proposed reform.
