Two years ago in Waksdale v. Swegon North America Inc., 2020 ONCA 391, the Ontario Court of Appeal established the proper method for determining whether a termination clause in an employment agreement is enforceable.
The British Columbia Human Rights Tribunal’s decision in LaFleche v. NLFD Auto, 2022 BCHRT 88, provides employers with insight into how they should conduct themselves while their employees are on a leave of absence.
A recent Alberta Court of Appeal decision relating to constructive dismissal assesses the timing of an employee’s objection to an employer’s unilateral reduction of their compensation.
An Alberta court used the oppression remedy to hold corporate directors personally liable for damages for wrongful dismissal after they transferred the corporate assets, ceased operations, and incorporated a new entity to provide the same service.
A recent decision issued by the Board of Alien Labor Certification Appeals (BALCA) governs the types of newspaper advertisements that meet the DOL’s requirements for announcing job openings.
The termination clause seems an easy and straightforward clause, but the employer has another hoop to jump through if the employee doesn’t want to agree to termination.
The July 31, 2022 deadline is rapidly approaching for employers to update the Forms I-9 of employees who presented an expired List B document (establishing the individual’s identity) between May 1, 2020 and April 30, 2022.
Littler Europe has compiled a comparative guide on the main changes the EU Working Conditions Directive will make in the following countries: Austria, Belgium, Czech Republic, France, Germany, Italy, Ireland, Netherlands, Poland, Portugal, and Spain.
The Court of Queen’s Bench of Alberta recently dismissed an employee’s claim that he had been constructively dismissed when his employer did not accommodate him with a mask exemption and put him on indefinite unpaid leave.
