Social media platforms moderate user-posted content to protect us from offensive, disturbing and sometimes criminal content. This process, however, is not always automatic. It often relies upon the efforts of individual workers to act as gatekeepers, keeping undesirable content at bay.
Manchester may be best known for its premiership football teams and spawning the likes of Oasis and The Smiths, however, the City was in the headlines last month for something quite different: its Student Union (“MUSU”) voted to replace clapping at all of its events with “jazz hands” (i.e. the practice of waving open hands in the air).
The pending legalization of recreational marijuana is a source of frequent debate and significant public interest. It has also raised concerns for employers as to how legalization may impact their workplaces and what steps may be taken to protect staff, ensure safety and avoid loss of productivity.
Vey Willetts lawyer Andrew Vey recently authored an article in the May 2017 edition of HR Update entitled, "Just Accommodate Me: Legal Obligations in the Accommodation Process." The article considers the roles that the employer, the employee and the union (where present) are required to play in ensuring that reasonable accommodation in the workplace is provided.
In the recent decision of Covenoho v. Pendylum Ltd., the Ontario Court of Appeal awarded a former employee of Pendylum 40 weeks' pay ($56,000.00), overturning the ruling of the Motion Judge at summary judgment.
Q&A is a recurring series on the Vey Willetts LLP blog. The aim is to provide quick answers to questions we commonly encounter in our day-to-day practice of employment law. In this edition we focus on employee sick leave and medical information.
Earlier this month we spoke at Hire Immigrants Ottawa's Working Group Meetings to employers from a broad range of sectors to provide practical information on a number of issues: Canadian work experience, the duty to accommodate, dealing with over-qualification and the use of unpaid internships.
A better understanding of these issues allows employers both to mitigate liability and avoid missing out on hiring and retaining qualified immigrant employees.