Shibley Righton LLP - Workplace Watch - December 2023
Shibley Righton LLP - Workplace Watch - December 2023
Shibley Righton LLP - Workplace Watch - December 2023
When using social media as a pre-employment screening tool, recruiters must look at privacy concerns related not only to the applicant – the individual's 'friends' must also be considered, says Toronto and Windsor empl...
The creation of a school dress code requires the often delicate balance between the right to freely express oneself and the need for school environments to be respectful and appropriate, says education lawyer Sheila MacKinno...
The introduction of a new Canadian digital charter to combat hate speech, protect online privacy and battle fake news is timely, says Toronto employment lawyer Deborah Howden. “When you’re dealing with hate speec...
Just because Ontario's highest court has ruled that the tort of harassment does not exist, doesn’t mean there aren’t options available to wronged parties, says Toronto employment lawyer John De Vellis. A three-ju...
New legislation under consideration in Ontario would allow more flexibility for those seeking elected office, says Windsor public law lawyer Sheila MacKinnon. Bill 68, Modernizing Ontario’s Municipal Legislation Act, a...
The condominium community in Ontario saw many hefty legislative reforms between November 2017 and April 2018. Those changes were effected primarily under the amended Condominium Act, 1998, the new Condominium Management Serv...
Family status discrimination claims could be on the rise, Toronto employment lawyer Deborah Howden tells AdvocateDaily.com. Howden, partner with the Toronto office of Shibley Righton LLP, explains that Ontario’s Human ...
A recent decision shows employees can be held responsible for discriminatory behaviour in the workplace, Toronto employment lawyer Deborah Howden tells AdvocateDaily.com. In a ruling by the Human Rights Tribunal of Ontario, ...
A recent decision by the British Columbia Supreme Court underscores the fact that unless an employee’s off-duty conduct has direct implications on the workplace or the employer’s business, it does not constitute ...