Category: Employment Law
The Employment Standards Act was amended to provide job protection to persons who are ill, need to self-isolate, need to care for their child or other dependent, or whose employer is concerned that the employee may expose others to risk as a result of the COVID-19
On March 23rd, the British Columbia government announced a $5-billion economic relief plan to support families, businesses and economic recovery in response to COVID-19.
The provincial government published its list of essential services on March 26th. Essential services are workplaces that are encouraged to stay open by the provincial government.
This is an unprecedented time due to the COVID-19 pandemic. The effects of the spread of the virus are being felt across all industries by employers and employees alike.
Our governments have made several directives and recommendations since our previous articles which we address below. This article also canvasses issues such as school closures, layoffs resulting from COVID-19, working remotely and bans on large public gatherings.
Organizations are suddenly facing economic uncertainty given the new and far reaching consequences of COVID-19.
COVID-19 (also known as the coronavirus) has had a significant impact on Canadian workplaces. It is a novel virus that has left employers and employees scrambling.
Employers and Employees are pondering their rights in light of the Corona virus. We have set out some of the questions that might arise and our answer to same.
Sexual harassment in the workplace exists on a spectrum. It can range from unwelcome comments of a sexual nature to sexual assault.
In December 2019, the Metro Vancouver Regional District received an administrative penalty of $637,415.60 for committing high risk safety violations.
A recent case in BC illustrates the danger of employers using restrictive covenants that are too broad.
In my practice I frequently receive inquiries from workers in their forties to sixties who are seeking assistance with old injuries.