Contractual Relativism?
When the distinction between employee and sub-contractor becomes hazy, remember, it’s “not what a contract says but how the parties behave.”
When the distinction between employee and sub-contractor becomes hazy, remember, it’s “not what a contract says but how the parties behave.”
Talking about unions can often be as touchy as a conversation about religion on a first date. Typically, unions are attacked for having outgrown their purpose; Canada has developed legislation that protects workers from the transgressions unions were initially created to prevent.
A brief comment on the passing of Bill C-389, which intends to protect transgendered and transsexual citizens from discrimination.
New regulations on workplace harassment in Manitoba came into effect on February 1, 2011. Much like Ontario’s Bill 168, the new regulations have been expanded to include workplace bullying. Examples …
If you have ever excessively worried about being watched at work, please refrain from reading on…that red blinking light might just be what you thought it was.
…an employer can choose not to hire bald people, people with tattoos, people with facial piercings, freckles, facial hair, or, as in this case, people with certain hair styles.
…not all offensive statements are acts of discrimination. Workplace arguments should be brought to the attention of management before taking more drastic measures.
In challenging workplace investigations, employers should do all that they can to remain impartial. Consider hiring a lawyer or a third party investigator; as Daniel Lublin states, “even the appearance of partiality can undo the results” of an investigation.
…many employees will be reluctant to inform employers of complaints, for fear of being reprimanded – not all employers take constructive criticism favourably.
Unfortunately, employment law does not play out like Judge Judy. After going through the preliminary hearing, her employer was unwilling to settle, and the judge ordered her to retain a lawyer.