In Carpenters’ District Council of Ontario v. City of Hamilton, the Divisional Court dismissed an application for judicial review of an Ontario Labour Relations Board (Board) decision in which the union challenged the amendments to the non-construction employer (NCE) provisions in the Labour Relations Act (LRA). Specifically, the union challenged the constitutionality of Bill 66,…
The LSO’s annual summit is designed for in-house counsel to learn, understand and connect with their peers on important issues.
Hicks Morley is pleased to announce that Colin Youngman has been promoted to counsel.
Employers and human resource professionals will undoubtedly remember 2022 as another year shaped by the pandemic.
But…there were also legal developments in 2022 that were not related to COVID-19. In this FTR Now, we look at some of the past year’s notable “non-pandemic” cases and legislative developments.
Hicks Morley is pleased to announce that David Alli, Allison MacIsaac, Amanda Lawrence-Patel, Sunny Khaira and Edward O’Dwyer have joined the firm’s partnership.
This hands-on workshop, presented through two distinct modules, has been designed to equip both new and more experienced members of your labour relations team with the skills necessary to prepare a case for grievance arbitration.
In this three-day labour relations seminar, we—along with fire chiefs from across the country and renowned guest speakers—will provide insight and guidance on a wide range of labour relations issues currently impacting the fire service.
The amendments Bill 88, Working for Workers Act, 2022 made to the Occupational Health & Safety Act, which require certain employers to have a naloxone kit in the workplace, have been proclaimed into force effective June 1, 2023. As a result, starting on June 1, 2023, employers who become aware or ought reasonably to be…
The amendments contained in Bill C-30, Budget Implementation Act, 2021, No. 1, which permanently extend the maximum number of weeks available under employment insurance (EI) sickness benefits, have been proclaimed into force effective December 18, 2022. In this FTR Now we consider this development and its implications for employers. Extension from 15 to 26 Weeks…
The occurrence of inappropriate conduct in the workplace can have a detrimental effect on the workplace as a whole and can lead to serious implications for municipalities and their human resources professionals.