On November 6, 2013, Bill 32, the Registered Human Resources Professionals Act, 2013, passed Third Reading and received Royal Assent, as amended by the Standing Committee on Regulations and Private Bills. The Committee amendments add “Certified Human Capital Professional” and “Certified Human Capital Leader” to the Designations in Table 1. As previously reported, Bill 32…
Insights
Hicks Morley publishes a number of materials, both electronic and print, on issue-specific and sector-specific topics of interest to our clients. Our insights section has links to all of our various publications, updates and blogs, both current and historical, to keep you informed of developments in the law that impact human resources.
Human Resources Legislative Update
2014 EI Rates Set, Pension and Retirement Savings Limits Announced
Further to the federal government’s announcement in September, on November 2, 2013, HRSDC published a Resolution providing notice that the 2014 employment insurance (“EI”) premium rate for 2014 for residents of all provinces (with the exception of Québec) is maintained at $1.88 per $100 of insurable earnings. The 2014 EI premium rate for Québec residents is…
FTR Quarterly
2013 Fall Edition
FOCUS ON LONDON Hicks Morley in London: 20 years and counting LEGAL DEVELOPMENTS Update on universal random drug and alcohol testing in Canada Best practices on termination PROFILE London office original Download PDF
Reaching Out
Reaching Out – Fourth Edition
Dear Friends, It is that time of year again, and after a summer hiatus and a relatively warm fall there is no doubt the air now feels a little crisper and autumn is in full swing. This weekend we gain an extra hour (theoretically at least) as the clocks fall back and it is our…
News
Supreme Court of Canada To Hear “Right to Strike” Case
In a case that will be eagerly anticipated by the labour relations community, the Supreme Court of Canada has granted leave to appeal from a decision of the Saskatchewan Court of Appeal which found that the “right to strike” is not constitutionally protected. Courts have been grappling with the extent of the constitutional protection for…
News
Court of Appeal for Ontario Considers Enforceability of Restrictive Covenants
The Court of Appeal for Ontario has affirmed that if restrictive covenants are to be enforceable, they must be properly drafted. In Eagle Professional Resources Inc. v. MacMullin, the Court upheld the finding of a motion judge that “non-competition” clauses in the employment contracts of employees who left the plaintiff’s employ and joined a competitor…
Human Resources Legislative Update
Education Act Regulations Amended
On October 28, 2013, the Ontario government filed amendments to regulations under the Education Act. O. Reg. 289/13 (Full Day Junior Kindergarten And Kindergarten) amends section 0.1 of O. Reg. 224/10 by (1) inserting a new section that provides that the obligations under the regulation with respect to a school terminate upon the closure of…
Human Resources Legislative Update
2013 Federal Budget No. 2 (Bill C-4)
On October 22, 2013, the federal government introduced the Economic Action Plan 2013 Act, No. 2, omnibus legislation that would, if passed, implement measures from the Economic Action Plan 2013 (the 2013 Budget), as well as certain previously announced tax measures. Budget Bill items of interest to employers, human resources professionals and pension plan administrators…
School Board Update
Ontario Government Proposes Central Bargaining for School Boards
The Ontario government has introduced legislation that would, if passed, provide for central bargaining for school boards – a significant departure from how collective bargaining has historically occurred in the sector. Bill 122, the School Boards Collective Bargaining Act, 2013, was introduced at First Reading on October 22, 2013, and will now undergo consideration by…
Case In Point
Ontario Court of Appeal Decision Underscores Importance of Properly Drafted Restrictive Covenants
A recent decision of the Court of Appeal for Ontario reinforces the importance of carefully drafting restrictive covenants and considering what evidence is necessary to succeed on a summary judgment motion. The claim arose when individual employees left their employer to work for a competitor. The former employees were all subject to the same “non-competition”…