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  • Paradise Lost – Firing an Employee on Vacation

    By Samantha Stepney. Are you considering firing an employee who is on vacation in order to avoid a scene at the office? We recommend that you reconsider this strategy for both legal and other reasons. Aggravated Damages All employers owe their employees a duty of good faith and fair dealing in the manner of termination. This duty is implied as a term in each and every employment contract.

    Wendy Woloshyn/ kentemploymentlaw.com- 15 readers -
  • Rights and Obligations in a WorkSafeBC Inspection

    There are few things more unsettling to employers than a surprise visit by a WorkSafeBC investigator, whatever the motivation for the inspection may be. While many managers may want to respond by telling the investigators to “get lost”, a more sensible approach starts with understanding everyone’s rights, obligations, and expectations during investigations of this nature.

    Wendy Woloshyn/ kentemploymentlaw.com- 11 readers -
  • Criminal, Credit and Medical Background Checks: Are They Legal?

    Do employers have the right to perform background checks relating to a job applicant’s criminal record, credit rating and medical health? If so, are there any limits on these rights? David Brown answers these questions and others in this week’s post on his BC Employment Law Blog. He also explains why employers should consider their reasons for requesting this information and ...

    Wendy Woloshyn/ kentemploymentlaw.com- 15 readers -
  • The Canada Labour Code vs. The Courts: The Devil is in the Details

    By Richard Johnson. In Canada, most non-unionized employees have one primary means of recourse (absent a human rights claim) for challenging a dismissal: litigation through our civil court system. For non-unionized employees working in a federally governed industry such as air transportation or banking or for a First Nation, however, there are two primary options: They can ...

    Wendy Woloshyn/ kentemploymentlaw.com- 11 readers -
  • Why Cash Isn’t King: Lessons for Small Businesses

    By Samantha Stepney. It can be difficult for employers in certain industries to attract talent at a reasonable wage. Because of this, as an enticement, employers often agree to pay all, or part, of employee wages in cash “under the table” so that employees do not have to pay Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums, or income tax on those wages.

    Wendy Woloshyn/ kentemploymentlaw.com- 16 readers -
  • Seasonal Worker Series (Part 3): Special Rules for Special Industries

    By Geoff Mason. Last month, we continued my 5-part blog series on summer employment with a focus on things to consider when hiring young employees. In today’s post (Part 3), I highlight some of the special rules that apply to certain industries that are especially active during the summer. The summer brings a surge in work and a corresponding demand in labour for many industr ...

    Wendy Woloshyn/ kentemploymentlaw.com- 14 readers -
  • Secret Recordings: Legal, but ill advised?

    By Fiona Anderson. “James Comey better hope that there are no ‘tapes’ of our conversations before he starts leaking to the press!” United States president Donald Trump famously tweeted on May 12, 2017, days after firing Comey from his job as Director of the U.S. Federal Bureau of Investigation. If that was meant to silence Comey, it had the exact opposite effect with Comey ta ...

    Wendy Woloshyn/ kentemploymentlaw.com- 16 readers -
  • Kelowna Employer Forum Recap: Recruitment and Hiring (June 2017)

    In 2016, Kent Employment Law introduced its Employer Forum series in Vancouver. An in-house resource for forward-thinking business owners and HR professionals, our Forums offer an opportunity to connect and learn from each other in a casual, relaxed setting. Earlier this month, we were delighted to introduce our Employer Forums to the Okanagan business community.

    Wendy Woloshyn/ kentemploymentlaw.com- 13 readers -
  • Training Costs: Business Risks and Benefits

    By Samantha Stepney. Some jobs require specialized training. Where an employer requires this training as a condition of employment but offers to pay the associated costs (sometimes thousands of dollars), both parties benefit: the employer is assured of hiring a qualified candidate and the employee gains new employment as well as a free skills upgrade. It’s a win-win.

    Wendy Woloshyn/ kentemploymentlaw.com- 12 readers -
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