Coverage connected to Yukon, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
18 verified publications. Showing the 18 most recent.
The Yukon Human Rights Board accepted evidence that a councillor made racist remarks about an Inuvialuit applicant for the town's senior administrative job. It nevertheless dismissed his hiring complaint because the evidence didn't connect those attitudes to his exclusion from the shortlist, and refused the town's request for costs.
A Yukon employer dismissed a newly hired worker after a mine rejected his COVID 19 vaccine exemption and an airline initially refused to let him board. The Human Rights Board found disability discrimination where the company supplied no evidence of an occupational requirement or undue hardship, and awarded $17,500.
Yukon's Human Rights Board found that a motel owner sexually harassed a male employee by repeatedly trying to pull down his pants. The employer was liable even though the other owner didn't know about the incidents, and both respondents were ordered to pay $5,000 jointly.
A Yukon human rights adjudicator found that the university's decision not to renew a repeatedly extended term contract was influenced by an employee's experience of domestic violence. It awarded $35,000 for injury to dignity and $19,738.88 for a further 3 months of wages.
A Yukon daycare owner was held personally responsible for failing to prevent or correct workplace sexual harassment by a supervisor. Both employees received $5,000 for injury to dignity, together with their proven lost earnings.
An expressly dismissed worker could plead wrongful dismissal, but not constructive dismissal. Some allegations of employer mistreatment survived because they might support additional damages. No liability or damages were decided.
A Yukon Teacher on Call's civil claim over her probationary dismissal was struck because labour legislation and the collective agreement governed the dispute. Judicial review of the Deputy Minister's decision remained available. The court did not decide whether the dismissal was justified.
The Yukon Supreme Court quashed a compensation appeal panel’s increased benefits award because the panel had not adequately explained why the worker qualified for an exceptional earnings calculation. The entitlement was remitted for reconsideration.
The Yukon Court of Appeal allowed the Human Rights Commission's appeal after a trial judge set aside a discrimination ruling and sent the complaint to the wrong institution. A fresh Board hearing remained possible unless the Commission or complainant withdrew the referral. The Court made no fresh finding of discrimination.
The Yukon Supreme Court awarded an employee $5,000 in dignity damages and held her employer liable after a tribunal found workplace sexual harassment but denied that remedy. A short period of misconduct didn't cancel proven injury.
The Yukon Supreme Court held that the Human Rights Commission qualified as a public officer under the Ombudsman Act, but not as a body appointed by an Act.
A Yukon human rights board found that repeated ancestry and sex based remarks by a highways supervisor amounted to harassment and that the government failed to prevent or rectify it. The employer was ordered to pay $44,000.
Yukon's workers compensation assessment rates are falling across all nine industry groups for 2027, but individual employer notices and the higher earnings ceiling still matter.
The Yukon Supreme Court quashed a compensation appeal panel’s increased benefits award because the panel had not adequately explained why the worker qualified for an exceptional earnings calculation. The entitlement was remitted for reconsideration.
A Yukon Teacher on Call's civil claim over her probationary dismissal was struck because labour legislation and the collective agreement governed the dispute. Judicial review of the Deputy Minister's decision remained available. The court did not decide whether the dismissal was justified.
An expressly dismissed worker could plead wrongful dismissal, but not constructive dismissal. Some allegations of employer mistreatment survived because they might support additional damages. No liability or damages were decided.
Yukon's review of its nominee program is asking employers, participants and the public how a constrained immigration tool should respond to changing workforce needs. The consultation closes October 8.
Current compensation and payroll baseline for Yukon.
See how a weekly briefing brings relevant developments together. Choose your divisions and jurisdictions before deciding whether membership is useful for you.
A preview doesn't enroll you in email. Optional delivery requires a separate choice.