Workplace Wire

Connecting employers to developments in labour, employment & pension law

An Employer’s Right to Temporarily Layoff in Ontario: Clear as Mud

In unionized workplaces, temporary layoffs have long been an employer’s most effective way of responding to economic downturns.  But what about non-unionized employers? Traditionally, unless an employer can show that it has an implied or express contractual right to temporarily layoff, a court will find that the interruption to employment will constitute a constructive dismissal…

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Be careful about jumping on the “ban”-wagon

With almost unlimited access to wireless networks and the increasing availability of Wi-Fi, employees can connect to social media and the Internet practically everywhere, whether they are at work, at home or on an airplane. Nonetheless, the use of personal electronic devices is increasingly being banned in some workplaces. But complete bans can be complicated…

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Attacking Client Confidentiality: Proposed U.S. Regs May Require Disclosure of Lawyers Used by Employers in Union Drives

In the United States, the Labour-Management Reporting and Disclosure Act (LMRDA) requires employers and labour relations consultants to report the details of “persuader activities” to the U.S. Department of Labour (DOL).  A consultant engages in “persuader activities” if it is contracted to counter a union organizing drive or collective bargaining effort.  The reporting requirements are…

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