Canadian coverage, focused on employee relations, 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.
21 verified publications. Showing the 21 most recent.
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.
Prince Edward Island's Notice of Termination guide says employees with six months of continuous service owe one or two weeks of written notice. Employer duties start earlier, at 90 days.
Burnout can hide behind strong performance until the employee has no capacity left. By the time the work stops, employers may discover how much of the system was being held together by effort nobody counted.
Handling a reported incident and reviewing whether prevention is working are related jobs, not the same job. Ontario, British Columbia and federal guidance each address the gap in their own way.
A difficult conversation rarely stays the same size while you avoid it. When friendship predates a promotion, waiting can turn a manageable workplace boundary into a much heavier discussion about trust, authority and what the relationship now permits.
Nova Scotia requires prevention procedures, Newfoundland and Labrador has expanded compensation for psychological injury, and BC's proposed changes are on hold. Each development addresses a different part of the workplace response.
REV Automotive delivered its wage assessment appeal on time, but 2 unsuccessful cheques meant the required $500 deposit arrived after the deadline. The Board couldn't extend a mandatory statutory condition of appeal.
Alberta’s labour board consolidated a warning, two suspensions and a dismissal grievance because the employer relied on the disputed earlier discipline to support termination.
Both provinces put limits on routine medical-note requests. Comparing the rules shows why the purpose of a request, the way days are counted and the applicable jurisdiction matter more than a single national attendance template.
Starting October 1, 2026, employers covered by Manitoba's Employment Standards Code can require a sick note if an absence exceeds one week or illness and injury absences exceed 10 scheduled workdays in the calendar year. Either threshold is sufficient.
The Federal Court of Appeal found that EI rules disproportionately reduced unemployment protection for women who had received maternity and parental benefits. The declaration is suspended for one year.
Relevant to complaints, wage enforcement and HR compliance processes.
Useful for discipline, complaints, employee relations and reprisal protections in federally regulated workplaces.
Public-sector-specific but authoritative source for whistleblowing, ethics and misconduct concepts.
Wilson separates federal unjust dismissal from severance. A termination review needs statutory, notice and compensation layers.
Schrenk brings shared-site harassment within a B.C. employment complaint. Reporting channels should include people on another payroll.
The Supreme Court's *Caron* decision connects Quebec workers' compensation processes with human rights accommodation duties. A return to work plan should consider both rather than treating the claim form as the entire answer.
The Supreme Court's *Matthews* ruling explains when incentive compensation during a reasonable notice period can form part of dismissal damages. Plan wording and the timing of the triggering event matter.
Fraser shows how neutral job-sharing rules can disadvantage a group. Review the downstream effect on benefits and advancement.
A Manitoba worker alleged disability discrimination following her dismissal. The Supreme Court ruled that the dispute belonged with a labour arbitrator, not the human rights adjudicator.
The Supreme Court confirmed that Ontario public school boards are bound by section 8 of the Charter. A principal's search of teachers' private cloud notes required a constitutional privacy analysis, even in an employment grievance.
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