Candace Carnahan gave an inspiring speech in Charlottetown This week, I was fortunate enough to be invited to Charlottetown in order to give a presentation at the WCB Workplace Health & Safety Conference. Hopefully, people found my presentation on marijuana…
Although office holiday parties can be an amazing way to thank employees for their hard work all year, they can also be a minefield of potential liability for employers. This liability can crop up in any number of ways, including through harassing or offensive comments, inappropriate sexual or romantic advances, inadvertent discrimination, and excessive alcohol consumption. This year, in addition to these issues, employers also need to be prepared to deal with a brand new potential pitfall: the use of recreational cannabis.
Now that the use of recreational marijuana has been legalized, an employer’s existing drug and alcohol policies are unlikely to carry adequate wording to cover risks of applying unenforceable disciplinary procedures.
Those in “Human Resources” often suffer from an existential dilemma, unsure as to whether they should be seen as part of management, a representative of the workers, or something in between.
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.
Are you a small organization in the private or non-profit sector? Then you have a deadline this New Year’s Eve to comply with the Employment Standards under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).