In a much-anticipated decision, a federal court on December 1, 2020, ruled in favor of business and university plaintiffs, setting aside two new interim final rules that would have instituted major changes to the H-1B program.
In a recent decision, the New Brunswick Court of Appeal considered an employee’s appeal of a decision dismissing his action for damages in lieu of reasonable notice upon his job termination without cause.
We continue to monitor changes in the Trump administration’s handling of ongoing agency immigration reforms through the end of 2020 and into early 2021 that may impact employers’ ability to sponsor foreign workers on visas.
The British Columbia Court of Appeal recently overturned a decision to award aggravated damages to an individual whose job was terminated before his employment began because the manner of dismissal did not cause the requisite “mental distress.”
In a recent decision, the Queen’s Bench for Saskatchewan considered whether an employee’s notice period should be calculated solely on her most recent years of service, or on the totality of her years of service.
On November 10, 2020, the Colorado Department of Labor and Employment (CDLE) issued its final Equal Pay Transparency (EPT) Rules implementing Colorado’s Equal Pay for Equal Work Act, which goes into effect January 1, 2021.
Ontario’s Superior Court recently held that a termination provision in an employment contract that has even a remote possibility of violating the Employment Standards Act, 2000 (ESA) in the future is unenforceable.
On October 19, 2020, the Arnhem-Leeuwarden Court of Appeal ruled on whether an employer had met its duty of notification and whether it owed compensation in lieu of notifying the employee about his contract extension.
Ontario’s Superior Court recently confirmed that an employer may be liable for damages if it withdraws an accepted offer of employment or terminates employment without cause prior to the start date.
