In September 2021, a case decision in the province of British Columbia made a significant development with respect to the rights of trans and non-binary people at work. The judgement will have implications for the law across Canada, including here in Ontario. The British Columbia Human Rights Tribunal found a restaurant and some of […]
Read MoreOn November 22, 2017, the legislature passed Bill 148, the Fair Workplaces, Better Jobs Act, 2017. The Bill makes several changes to employer obligations and employee rights under the Employment Standards Act (the “ESA”). Millard & Company has been closely following the Bill and written about it here and here. The final version of the […]
The Ontario Legislature is currently considering a new domestic/sexual violence workplace leave. If passed, Bill 148, the Fair Workplaces and Better Jobs Act, 2017, would permit workers to take a leave of absence of up to 17 weeks per calendar year if they or their child experiences or is threatened with domestic/sexual violence. This change […]
When the Supreme Court of Canada hears the controversial case of Trinity Western University v the Law Society of Upper Canada, Millard & Company will be there. The case is the latest chapter in the saga of an evangelical Christian university which has applied to open a new law school. The school would forbid students […]
On June 1, 2017, the Ontario government introduced legislation that, if passed, would amend the Employment Standards Act, 2000 and the Labour Relations Act, 1995. The Bill, entitled the Fair Workplaces, Better Jobs Act, 2017, is largely a response to the Report published by the Changing Workplaces Review and mounting public pressure by organizations such […]
An employee who quits to work for a competitor can be liable for breach of contract and civil conspiracy, the Ontario Superior Court recently found after 10-day trial. But such a determination is going to turn on the facts, as you can tell from even a basic retelling of the background to Prim8 Group Inc […]
Historically, it has been extremely difficult for an employee, particularly one who is still employed, to get damages for harassment. The recent decision of Merrifield v the Attorney General, suggests that this may be changing. The trial judge in Merrifield found that an RCMP officer, Peter Merrifield, was ruthlessly harassed by his superiors. The employer’s […]
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