Valentine’s Day is fast approaching, and we will soon start to see flowers and other tokens of affection popping up in the workplace. This can be a joyful time filled with expressions of love, but it also causes employers to…
Employers often wonder, “what’s the worst that could happen?” The recent case of Acumen Law v Ojanen is a good demonstration.
While certain behaviours are clearly never acceptable in the workplace, there may be a new culprit on the no-no list: handshakes.
It’s now 2019, and while Me Too is part of our vocabulary now, you may not hear it every day. But that doesn’t mean that it isn’t still making news.
On this February 27, we at Rudner Law wear pink not only in solidarity with that young boy, but with everyone who feels bullied or oppressed just because they dare to be different.
While 2017 brought about sweeping changes to the Employment Standards Act, 2000, 2018...brought about sweeping changes to the Employment Standards Act, 2000. While 2017 brought about employer panic and confusion over the legalization of cannabis, 2018... continued to do much the same. For yet another year, we were treated to several judicial assessments of the enforceability of termination clauses, and we continued to see the quantums of human rights and other damages increase. In a sense, everything old is new again.
This time last year, comedian Louis CK's career was on top of the world. He had several television production deals in the works, his live appearances could sell out practically any venue, and he was beginning to take on dramatic film work as well. Then, as the #metoo movement began to gain steam, CK admitted to the truth of numerous accuser's stories - that he had committed numerous acts of sexual misconduct and indecent exposure. CK's career success came to an instant halt.
Since the Ghomeshi scandal a few years back, our office has seen the number of sexual harassment cases increase substantially. That number has only risen since Harvey Weinstein and the #MeToo movement that followed it.
The #metoo movement should not change employers’ response to allegations of harassment: investigate before penalizing.
We have done our best to identify the developments in 2017 that we think had, or will have, the most significant impact upon Canadian employment law. They are reviewed below, and as usual, we refuse to be limited to a “top 10” format.