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Federal Government Launches Consultation on Proposed Regulatory Amendments to New Leave Provisions Under the Canada Labour Code

The #federalgovernment published proposed regulatory amendments that would implement significant changes to leave entitlements for federally regulated employees. The proposed regulations support the implementation of the three new leave provisions introduced in the Fall Economic Statement Implementation Act, 2023, which received royal assent on June 20, 2024.

Federal Government Launches Consultation on Draft Regulations Related to Equal Pay Under the Canada Labour Code

The federal government published new draft regulations regarding prohibiting employers from paying different wage rates to employees based on employment status. In this Federal Post, Hicks Morley’s Paul Broad shares details of the draft regulations.

Key “In Force” Dates Under Working for Workers Four Act, 2024 and Working for Workers Five Act, 2024 Now Proclaimed and Regulations Released

Both the Working for Workers Four Act, 2024 and Working for Workers Five Act, 2024 received Royal Assent earlier this year, with many of the key provisions to be proclaimed in force at a later date. This has now occurred and accompanying regulations have been enacted to provide additional obligations and, in some cases, clarify…

Nurse Not Entitled to Communicable Disease Paid Leave If Not Required to Quarantine/Isolate

In a recent decision of significant importance to the hospital sector, Arbitrator William Kaplan held that a nurse will be entitled to communicable disease leave with pay only where they are required by hospital policy, direction of a public health authority or by law to quarantine/isolate. The paid leave does not apply to circumstances where…

Arbitrator Concludes Grievor’s Sincere Religious Beliefs Did Not Prevent Her From Complying with Employer’s COVID-19 Policy

In Oxford County v. Canadian Union of Public Employees, Local 1146, Arbitrator Brian Sheehan determined that the grievor, who refused, on the basis of her religion, to undergo rapid antigen testing in accordance with the employer’s COVID-19 policy, had not established that she had been improperly discriminated against on the basis of creed. This is…