While Canadian colleges and universities are not required to adopt the Universal Code of Conduct to Prevent and Address Maltreatment in Sport (the UCCMS), they may find themselves bound to the UCCMS by their participation with certain governing sport bodies and may want to develop their own policies to ensure a safe sport environment.
Industry: Education
The Osgoode Intensive Guide to Responding to Campus Sexual Violence
Campus sexual violence is a critical challenge for post-secondary institutions. Hicks Morley’s Njeri Damali Sojourner-Campbell will join a panel to discuss best practices in interim measures in sexual violence complaints as part of The Osgoode Intensive Guide to Responding to Campus Sexual Violence
Court Awards Terminated Executive Over $456,000 After Finding Employer’s Conditional Severance Offer Constituted Repudiation of the Employment Agreement
A recent decision underscores the importance of complying with contractual termination entitlements for departing employees. In this Case in Point, Hicks Morley’s Justin Choy examines the decision and what it means for employers.
Employers Take Note: Certain Employees Entitled to Paid Time Off to Cast Vote in the 2025 Ontario Provincial Election
The Ontario provincial election will be held on February 27, 2025. Under the Ontario Election Act (Act), eligible employees are entitled to three consecutive hours during voting hours to cast their vote. In some circumstances, this may require employers to provide certain employees with paid time off to vote.
Successfully represented a college at the Federal Court in its application for judicial review of a decision by Employment and Social Development Canada, in which it held that the college was subject to federal jurisdiction for labour relations purposes.
Successfully represented a college at the Federal Court in its application for judicial review of a decision by Employment and Social Development Canada, in which it held that the college was subject to federal jurisdiction for labour relations purposes.
Successfully represented a university in responding to an application for judicial review of a decision by the Human Rights Tribunal of Ontario, in which the Tribunal found that the applicant’s complaint was out of time.
Successfully represented a university in responding to an application for judicial review of a decision by the Human Rights Tribunal of Ontario, in which the Tribunal found that the applicant’s complaint was out of time.
WSIB Claims Management: Appeals Process and Advocacy at the WSIB and the WSIAT
In this interactive workshop, participants will gain the strategies and tools needed to manage the WSIB and WSIAT appeal processes, understand the differences between the WSIB and WSIAT appeal procedures, learn the common mistakes and pitfalls and how to avoid them, how to assess evidence and develop a theory of the case, and how and when to seek professional assistance.
Year in Review – Key Legislative Updates of 2024
Welcome to our annual review of notable legislative updates over the past year that we believe will be of interest to employers and human resources professionals.
WSIB Claims Management – A Detailed Overview of the Life of a Claim
Managing WSIB claims has become increasingly complex. Many issues are impacting employers’ WSIB claims costs, including unsuccessful return-to-work efforts, complicated injuries, psychological conditions, pre-existing conditions, and a lack of monitoring and progress. This workshop will provide a detailed overview of the life of a WSIB claim, along with strategies to better manage these challenging issues.
Ontario’s Working for Workers Six Act, 2024 Receives Royal Assent
On December 19, 2024, Ontario’s Working for Workers Six Act, 2024 (Bill 229) received Royal Assent. Bill 229 amends several statutes including the Employment Standards Act, 2000, the Occupational Health and Safety Act and the Workplace Safety and Insurance Act, 1997. Key amendments of particular interest to employers are addressed below. Employment Standards Act, 2000 (ESA) The following…