In Tyler v. City of Powell River, 2025 BCHRT 316, the B.C. Human Rights Tribunal dismissed a complaint of employment discrimination on the ground of mental disability that had been brought...

A recent decision from the Ontario Court of Appeal confirmed that suspending an employee without pay (i.e. an "administrative suspension"), including while the employer conducts an investigation,

For some time, the employment relationship has been held to a standard of good faith and fair dealing, at least in respect to the administration of the employment contract and especially upon termination of employment.

The Supreme Court of Canada released a much anticipated decision concerning a unionized employer’s right to unilaterally impose random alcohol testing in a dangerous or safety-sensitive workplace.

In the recent arbitration decision of Vancouver Coastal Health Authority v. Hospital Employees' Union (Termination for Non-Culpable or Innocent Absenteeism), [2016]...

Imagine one day you were reading the weekend newspaper and discover one or more of your employees is engaged in activities that are not consistent with the good standing of the employer.

In Wisser v. CEM International Management Consultants Ltd. 2022 ABQB 414, Alberta Court of Queen's Bench (as it then was) confirmed the oppression remedy can ground liability...

On May 24, 2017, the Alberta Legislature introduced Bill 17: Fair and Family–friendly Workplaces Act.

In the recent decision of Dibble v. Creative Music Therapy Solutions Inc., 2024 BCSC 1066, the B.C. Supreme Court provided a helpful reminder...

In the case of International Brotherhood of Electrical Workers, Local Union 1620 v. Lower Churchill Transmission Construction Employers' Assn. Inc. (Uprichard Grievance), [2017] N.L.L.A.A. No. 4, the arbitrator was faced with a reconsideration of his earlier decision to uphold the discharge of an employee for his failure to disclose medical marijuana use.

At a time when the #metoo movement continues to galvanize, the Supreme Court of Canada has issued a landmark decision in British Columbia Human Rights Tribunal v. Schrenk, 2017 SCC 62...

The B.C. Supreme Court has clarified in a judicial review decision that a union does not have an automatic right to participate in and be provided with information related to the process of accommodating a worker...

In Catch Engineering Partnership v. Mai, 2023 ABKB 279, the Alberta Court of King's Bench awarded $112,320 in damages against a former employee who breached the non-solicitation provisions in his employment agreement.

Can an employer rely on misconduct it discovers after terminating an employee to justify the termination?

In Ziegler v. Pacific Blue Cross (No. 2), 2020 BCHRT 125, the B.C. Human Rights Tribunal dismissed a complaint made by a former employee claiming the employer had failed to...

In Bartender v. Finale Entertainment Inc., 2024 BCHRT 155, the complainant, a former bartender with the respondent nightclub, filed a human rights complaint after his employment was terminated without cause.

The Labour Relations Board has issued an important policy decision clarifying when 60 days notice must be given, and consultation with the union must occur, where a temporary layoff is contemplated.

Under section 54 of the B.C. Labour Relations Code (the "Code"), if an employer introduces or intends to introduce a measure, policy, practice or change that affects the terms...

Employers can be quick to assert that a single instance of employee misconduct is enough to discharge an employee for just cause.

BC-based employers might hire employees who reside outside British Columbia. In those circumstances, the employers should take care to consider whether they are bound by the BC Human Rights Code (the “Code”)...