There is a recent article that suggested that implementing a scent-free or fragrance-free environment policy would help employers know if their employee is high at work from cannabis use, and what actions to take when they catch them high at work.

Most people are familiar with smoking dried cannabis in hand-rolled cigarettes, pipes or water pipes-but people can consume cannabis in many forms, including: “vaping”; eaten in cannabis-infused foods called “edibles” (e.g., cooking oils and drinks); applied as oils, ointments, tinctures, cream and concentrates (e.g., butane hash oil, resins and waxes); and of course, ingested as oral pills and oral . . . [more]

The recent announcement of EY’s proposed acquisition of one hundred percent of the shares in Riverview Law (closing at the end of August, 2018) has elicited a number of different responses around the globe all speculating on what this transaction means for the future of legal services? Was this a lifeline to Riverview Law? Will clients really want legal and accounting to be done by the same firm? Aren’t the Big Four just marginally less clunky than Biglaw? Will BigLaw be worried? Some of those comments are here.

But like all fast-breaking stories, there is some fog. So it’s . . . [more]

New Brunswick violence and harassment provisions under the Occupational Health and Safety Act and General Regulation 91-191 aimed at identifying and preventing violence and harassment in the workplace will take effect September 1, 2018. Currently, New Brunswick is the only Atlantic province that does not specifically address the issue of workplace violence in its health and safety laws. All Atlantic provinces do not currently address harassment in health and safety laws. New Brunswick will be the first.

While certain occupational groups, such as health-care workers, tend to be more at risk of workplace violence or harassment, these new regulations will . . . [more]

On June 20, 2018, the federal government introduced Bill C-81, An Act to ensure a barrier-free Canada, the long-awaited national accessibility legislation which will enable the government of Canada to take a proactive approach to end systemic discrimination of people with disabilities.

The Bill also known as the Accessible Canada Act would establish a model to eliminate accessibility barriers and lead to more consistent accessibility in areas covered by federally regulated sectors such as banking, inter-provincial and international transportation, telecommunications and government-run services such as Canada Post and federally funded organizations. Moreover, the Bill aims to “identify, remove and . . . [more]

The number of workers over the age of 65 has risen significantly in recent years. The increasing number of older employees who choose to remain in the workplace, combined with the elimination of mandatory retirement across Canada, has put into question the issue of the termination of benefits after an employee reaches the age of 65.

While most employers routinely terminate benefits at age 65, the changing workforce demographic has created a demand for benefits coverage for older workers. However, providing benefits to employees past the age of 65 can be difficult because insurers either will not provide the coverage, . . . [more]

On May 9, 2018, the Quebec government published its criteria for reasonable accommodation under an Act to foster adherence to State religious neutrality and, in particular, to provide a framework for requests for accommodations on religious grounds in certain bodies (the Act, previously Bill 62) that requires among other things, Quebecers to leave their faces uncovered in order to provide or receive public services.

Under the Act, employees and members of public bodies and certain other bodies, as well as elected persons, must exercise their functions with their face uncovered. In addition, persons who request a service from one of . . . [more]

Law month, Google released new features for its paying customers of Gmail, including Gmail Confidential Mode. The initial announcement stated,

On May 7, 2018, the Ontario government filed Ontario Regulation 375/18 under the Employment Standards Act, to change temporarily how public holiday is to be paid and calculated. In essence, the government is reverting back to the old formula that was in place before the Fair Workplaces, Better Jobs Act, 2017 (Bill 148) came into force January 1, 2018. . . . [more]

On April 12, 2018, the British Columbia government granted third reading to Bill 6, Employment Standards Amendment Act, 2018 to better support working families by providing new, extended and more flexible maternity, parental and compassionate care leaves. The Act comes into force on the day it receives royal assent. Specifically, when enacted, the Bill will: . . . [more]

The federal Standing Committee on Health is recommending a single-payer, universal prescription drug plan for Canada. The recommendation came in its report Pharmacare Now: Prescription Medicine Coverage for all Canadians (in PDF), tabled in the House of Commons on April 18, 2018. . . . [more]

The Ontario government is updating the accessible employment standards to make employment more accessible to people with disabilities. Consequently, the Employment Standards Development Committee would like to get interested stakeholders and the public’s feedback on the initial recommendations to the 2018 Review of the Employment Standards under the Accessibility for Ontarians with Disabilities Act (AODA).

The following is the Employment Standards Development Committee’s initial advice and recommendations on the initial proposed Employment Standards, itemized and organized by focus area, and some thoughts. . . . [more]

On March 22, 2018, the Quebec government introduced Bill 174: An Act mainly to relax the parental insurance plan to promote better family-work balance. If enacted, this Act comes into force on the date of assent, except section 12, which comes into force on the date to be set by the Government.

The main changes in the Bill include:

1. Maternity benefits

• Increase the period, currently 18 weeks, to 25 weeks, within which maternity benefits can be provided following the birth of a child.
• Increase the number of weeks of maternity benefits for a multiple pregnancy. In the event of