It goes without saying that law school does not teach us how to run an office. For that, I have had to learn on the job, one step at a time. When I founded this firm 2 1/2 years ago, I blocked off Friday afternoons for managing the business end. Of course, the busier I got on the legal side, the more time I needed to spend on business tasks. Thankfully, there is no need to reinvent the wheel and there are many easy solutions out there for sole practitioners – once you find them. For office management and . . . [more]
Archive for ‘Practice of Law: Practice Management’
Five Canadian provinces are increasing the general minimum wage rate October 1, 2017 as follows: Alberta ($13.60), Manitoba ($11.15), Newfoundland and Labrador ($11.00), Ontario ($11.60) and Saskatchewan ($10.96). The general minimum wage rate increase results in corresponding increases to other rates in the respective provinces.
Note that British Columbia’s general minimum wage increased September 15, 2017 to $11.35 per hour. Other provincial minimum wage rates were also adjusted at that time. . . . [more]
In addition to affirming that an employee’s resignation must be clear and unequivocal to be valid, this case tells us that employers do not have a greater onus when it comes to long-term disabled employees who resign. The British Columbia Human Rights Tribunal did not accept the employee’s claim that it was unreasonable in the circumstances for her employer to conclude that she wished to resign without further inquiry. . . . [more]
This blog post is entirely written by Christina Catenacci, BA, LLB, LLM, for First Reference Talks. Christina is currently pursuing a PhD at the University of Western Ontario with a focus on privacy law.
On August 21, 2017, the Office of the Privacy Commissioner of Canada released an informative piece regarding cookieless identification and tracking of devices. Interestingly, there is a new technique called, “fingerprinting”, which can work to enable website operators, advertising companies, and other organizations to track users – even when they clear their cookies. The document explains the implications and what people can do to protect their . . . [more]
On August 4, 2017, the newly elected NDP government announced that they will “re-establish a human rights commission to fight inequality and discrimination in all its forms.” . . . [more]
This article is by Ian Hu, claims prevention and practicePRO counsel at LAWPRO.
An examination for discovery often marks the point in which you really sink your teeth into a case. The parties and opposing counsel come to a face-to-face meeting, and key evidence comes out, warts and all. Much of the exploration in an examination for discovery will uniquely depend on the specific witness and the answers that are drawn out. But some answers call for a habitual, routine response. Here are some good practice habits to use at examinations for discovery and avoid malpractice claims.
Your Notes: . . . [more]
Written by Cristina Lavecchia, Editor, First Reference Inc.
An employee working for a an international trucking company that is considered a federally regulated employer alleged that while his accident claim was active with a provincial workers’ compensation board (WCB), his employer informed the WCB, without his knowledge and consent, that he had tested positive in a drug test.
According to the employer, they were required to disclose this information by law. However, the WCB and the Office of the Privacy Commissioner of Canada both affirmed that the circumstances in this case did not require the employer to make such a . . . [more]
The Ontario Legislative Assembly Standing Committee on Finance and Economic Affairs met from July 10 to July 14, 2017 (we were informed that hearings are continuing to July 21, 2017, Hamilton is today and Toronto closes the tour tomorrow) to consider and hold public hearings on Bill 148, Fair Workplaces, Better Jobs Act, 2017. The Bill amends the Employment Standards Act, 2000, the Labour Relations Act, 1995 and makes related amendments to other Acts. The government wanted to be sure that there are no unintended consequences because the changes in the Bill contain complex policies. . . . [more]
“I must be on the wrong floor.” When I walked into the new Vancouver office of Miller Thomson LLP, I thought I’d pressed the wrong elevator button and ended up in a high tech firm. Two receptionists were perched on barstools at a circular, high-top station, rather than behind a long desk. I could see past them into an open-office area where lawyers and staff were working side by side. The whole floor was filled with sunlight. To my relief, I spied the wall of bound legal texts and realized that I had indeed arrived at my destination.
Office design . . . [more]
On June 7, 2017, outside of House sitting, Bill 17, Fair and Family-friendly Workplaces Act received royal assent. This means effective January 1, 2018, most of the new rules updating employment and labour law in union and non-union Alberta workplaces will come into force. Other provisions will come into effect when the Act receives Royal Assent. However, the youth employment provisions which will only come into effect on proclamation and will probably be at a later date to allow consultations on the regulations defining hazardous and light work. The essential services changes come into force effective May 25, 2017. The . . . [more]
On June 1, 2017, Bill 148, The Fair Workplaces, Better Jobs Act, 2017 was tabled in legislature. The measures amend the Labour Relations Act and include some of the following:
1. Union certification
- Establish card-based union certification rather than voting, for the temporary-help agency industry, the building services sector and home-care and community services industry.
- Make the following changes to the union certification process:
- Eliminating certain conditions for remedial union certification-allowing unions to more easily get certified when an employer engages in misconduct that contravenes the LRA;
- Making access to first contract arbitration easier, and also adding an intensive mediation component
After a recent review of Alberta’s employment law, the Alberta government tabled Bill 17, Fair and Family-friendly Workplaces Act on May 24, 2017 to make a number of significant amendments to the Employment Standards Code and Labour Relations Code. If enacted, the majority of changes will take effect January 1, 2018.
Both the Employment Standards Code and Labour Relations Code have not been significantly updated in almost 30 years and according to the Alberta government, the nature of work and family life have changed a lot since then. . . . [more]