Monday’s Mix

Each Monday we present brief excerpts of recent posts from five of Canada’s award-winning legal blogs chosen at random* from sixty recent Clawbie winners. In this way we hope to promote their work, with their permission, to as wide an audience as possible.

This week the randomly selected blogs are 1. Susan On The Soapbox  2. First Reference  3. Official Clio Blog  4. À bon droit  5. Employment & Human Rights Law in Canada

Susan On The Soapbox
The Premier’s Penthouse
“We run a $40 billion corporation that matters an awful lot to the people of Alberta and the economy of this country”—former Premier Redford in the Legislature, March 4, 2014— Excuse me??? The “government” is not a “corporation”, its premier is not the CEO and the cabinet is not the executive leadership team. Unfortunately Ms Redford and her team failed to grasp this distinction (hint: it hinges on the concept of “public service”). . . .

First Reference
Can you force an employee to provide proof of their religion or their religious beliefs?
Can you force an employee to provide proof of their religion or their religious beliefs? That was, essentially, the question posed recently by one of the members of my Canadian HR Law group on LinkedIn. The group is an active one with many discussion threads, but this was a discussion that generated a particularly high level of interest and commentary. . . . The issue of one’s religion or religious beliefs will only be relevant in the employment context when there is a request for accommodation. Typically, the request for accommodation of religious beliefs will be for time off; either days off to observe holidays or time off during the day to pray, or for specific scheduling requests, such as not being required to work on the employee’s weekly Sabbath or day of rest. . . .

Official Clio Blog
Five to Watch from ABA TECHSHOW
With another successful ABA TECHSHOW in the books, we thought we’d bring you a look at a few of the vendors that seemed to break through the noise on the tradeshow floor, poised to make a big impact in the legal sector. Are there any you think we’ve missed? Sound off in the comments! . . .

À bon droit
La veille juridique: nos billets préférés de la semaine du 30 mars 2014
Chaque semaine, nous attirons votre attention sur nos billets préférés de la blogosphère juridique canadienne (et parfois américaine) dans l’espoir de vous faire découvrir d’autres blogues juridiques intéressants et pour encourager la libre circulation de l’information juridique. Il va de soi que le fait que je trouve un billet intéressant n’implique en rien que je sois en accord (ou en désaccord d’ailleurs) avec son contenu. Avant de passer à nos lectures, je profite de l’occasion pour vous encourager à voter lundi (peu importe pour qui) puisque le processus démocratique n’est efficace que dans la mesure où nous y participons: . . .

Employment & Human Rights Law in Canada
Legal Services in the Modern Workplace
March 2014 was one heck of a month for me. On March 1, my friend and colleague, Inna Koldorf, and I launched our new law firm, Koldorf Stam LLP. After 10 years of practice, nearly 7 years at Baker & McKenzie, one of the planet’s largest law firms, I knew I needed to jump in to the new way of practicing law. We really are at a cross-road in how we deliver legal services – but more importantly, how we consume legal services. The internet has changed everything. You can look up statutes on CanLii, note up cases online, read blog posts full of legal ‘information’, or go to the Ministry of Labour website for labour standards – all for free. So where do lawyers fit in with all of this? . . .


*Randomness here is created by and its list randomizing function.

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