- Our Blog
By Fiona Anderson. As a former journalist, I can’t help but be mesmerized by the bloodletting that is happening at newspapers and television and radio stations across Canada. The only exception is the publicly funded Canadian Broadcasting Corporation. Private companies need to make money to survive and, with advertisers now having their own advertising platforms (their websit ...
HRMA Legal Symposium 2017 Marijuana In the Workplace: What’s the Diagnosis? A key component of the Federal Liberal party’s election mandate was the legalization of recreational marijuana. While it is believed that a fully functional legislative and regulatory scheme ending the prohibition of cannabis will not be ready for some time, the prospects of legalized cannabis in th ...
Trevor Thomas, Lawyer. As we’ve discussed previously on our blog, employees are protected against workplace discrimination by section 13 of the British Columbia Human Rights Code (the Code), which states: A person must not refuse to employ or refuse to continue to employ a person, or discriminate against a person regarding employment or any term or condition of employment be ...
Top Workplace Tips for Employers October 19th, 2017 at 9:00 am What do employers need to know when introducing or updating their employee contracts? What are the key things to consider when it comes to workplace disability and health plan ...
By Richard Johnson. (This article originally appeared in the July 6, 2017 issue of The Lawyers Daily.) On May 1, 2017, the B.C. Supreme Court awarded our client, a spa worker, $15,000 in aggravated/bad faith damages for the manner in which she was treated by her employer. Cottrill v. Utopia Day Spas and Salons Ltd.
Startups as Employers – From a Legal and HR Perspective September 26, 2017 at 2 pm The Profile, 375 Water Street, Vancouver, BC Join Erin Brandt, lawyer with Kent Employment Law, and Heidi Eaves, Principal at Project House Business Solutions, for an overview and discussion of the following key topics (90 minutes, includes Q&A): The legal distinction between an employee and an independent .
Hiring the right employee can be stressful, but Kent Employment lawyer Richard Johnson tells AdvocateDaily.com that a new model is producing better results for both parties. Richard says the sustainable employment model is a framework for managing the relationship — from start to finish. Read the full article here. NOT LEGAL ADVICE.
Photo via Tourism Kelowna By Geoff Mason. Last month, we continued my 5-part blog series on summer employment with a piece reviewing the rules that apply to statutory holiday pay and vacation entitlements. In today’s post (Part 5), as we head into the last few weeks of summer, we look at the rights and obligations of employers and employees when it comes to ending seasonal employment.
By Samantha Stepney. Are you considering firing an employee who is on vacation in order to avoid a scene at the office? We recommend that you reconsider this strategy for both legal and other reasons. Aggravated Damages All employers owe their employees a duty of good faith and fair dealing in the manner of termination. This duty is implied as a term in each and every employment contract.
There are few things more unsettling to employers than a surprise visit by a WorkSafeBC investigator, whatever the motivation for the inspection may be. While many managers may want to respond by telling the investigators to “get lost”, a more sensible approach starts with understanding everyone’s rights, obligations, and expectations during investigations of this nature.
Kent Employment Law (KEL) invites you to be a part of its ongoing Employer Forums, our resource for forward-thinking business owners and HR professionals. Created for employers striving to “do good” for their employees, their communities, and the world, our Employer Forums offer an opportunity to connect and learn from each other in a casual, relaxed setting.
By Fiona Anderson. Canadians are known for saying “I’m sorry” and they usually mean it, even if, or often when, they aren’t at fault. It’s almost a reflex reaction. But at one time, saying sorry could have been taken as an admission of liability, turning Canada’s favourite pastime into an obligation to pay damages to an injured party.
By Richard Johnson. (This article originally appeared in the July 25, 2017 issue of The Lawyer’s Daily.) Sometimes there are clear-cut instances where an employee has committed misconduct that gives an employer just cause to dismiss the employee. However, obvious instances of just cause are rare indeed.
A recent B.C. Supreme Court decision confirms that employers must be fair and transparent when assessing performance and dismissing employees — and failing to do so can result in severance liability and additional damages, lawyer Richard Johnson writes in The Lawyer’s Daily. Read the full article here. NOT LEGAL ADVICE. Information made available on the Kent Employment L ...
Photo by Crew Marketing By Geoff Mason. Earlier this month, we continued my 5-part blog series on summer employment with a post describing the special employment rules that apply to certain summer-centric industries. In today’s post (Part 4), I review the rules that apply to statutory holiday pay and vacation entitlements.
Do employers have the right to perform background checks relating to a job applicant’s criminal record, credit rating and medical health? If so, are there any limits on these rights? David Brown answers these questions and others in this week’s post on his BC Employment Law Blog. He also explains why employers should consider their reasons for requesting this information and ...
By Richard Johnson. In Canada, most non-unionized employees have one primary means of recourse (absent a human rights claim) for challenging a dismissal: litigation through our civil court system. For non-unionized employees working in a federally governed industry such as air transportation or banking or for a First Nation, however, there are two primary options: They can ...
By Samantha Stepney. It can be difficult for employers in certain industries to attract talent at a reasonable wage. Because of this, as an enticement, employers often agree to pay all, or part, of employee wages in cash “under the table” so that employees do not have to pay Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, or income tax on those wages.
Employment Lawyer VancouverAbout Us & Contact