Management Lawyers
For more information call us at:
416-862-1616
HR Blog
New Developments in Immigration Law for Skilled Trades
 |
Published on March 08, 2013 |
Employers should quickly take advantage of recent developments in the Federal Skilled Trades Program. A limited number of applications will be accepted each year.
Read more in our most recent Update.
Subscribe to Blog feed
Recent Blog
- Working Notice Inappropriate for Employees Who Cannot Work
- No Bonus Entitlement - “Active Employment” Requirement did not Violate ESA
- Stringer LLP - Prize in Labour Law
- Change is Coming: Bill 148: Fair Workplaces, Better Jobs Act Passes Third Reading
- Ambiguity Killed the Termination Clause
- Short Service Employee gets Four Months’ Pay in Lieu of Reasonable Notice
- Preferential Treatment for Employees with Active WSIB Claims not Discriminatory
- Overtime Averaging: No Notice, No Harm, No Foul
- Court Gives Guidance as to When OHSA Prosecutions May Lead to Jail Time
- Court Limits Bonus Entitlement During Notice Period
- Court of Appeal Rules on Employers’ Obligations to Protect Employees from Harassment and Violence when they are Away from the Workplace
- Court Rules that Rejected Separation Packages are to Remain Confidential
- Can a Defendant be Charged Criminally After Pleading Guilty to OHSA Charges?
- Avoid Procedural Missteps when Accommodating Mental Disabilities in the Workplace
- British Columbia to Reinstate Human Rights Commission
- Court Comments on when Employers can ask for an Independent Medical Examination
- Smoked Out: Employer Convicted When Employee Smokes in Truck
- Court Awards Significant Costs Award Against Thieving Employee
- Minimizing Mitigation: Court of Appeal gives employee benefit of the doubt
- Honesty is the best policy - Court of Appeal upholds dishonest employee’s dismissal for just cause
- Bad facts make bad law (for employers): Court recognizes new tort of harassment
- Mitigating by returning to work: it depends on the circumstances
- Is it work-related? Novel workers’ compensation decisions deal with harassment and assault
- Private member’s Bill seeks union-favourable amendments, without waiting for the Changing Workplaces Review
- Generous termination clauses: Think twice before making promises
- May 3 - Ryan and Jeremy to Present on Marijuana in the Workplace at WSPS Conference
- Using independent contractor not a “get out of jail free” card
- Constructive dismissal? A question of interpretation
- March 31 - Last day for early bird registration
- The Accidental Termination
- Addiction without compulsion: no defence to serious misconduct using the “hybrid” approach
- Probationary clauses: A double-edged sword for employers
- No evidence? No aggravated damages – Employees must prove basis for damages based on manner of dismissal
- Alberta court rules on the limits of good faith in the performance of employment contracts
- When a resignation isn’t really a resignation
- “Uncommon” employers – Corporate Structure vs Employment Obligations
Categories
- accessibility for ontarians with disabilities act
- aoda
- class actions
- constitutional law
- construction labour relations
- constructive dismissal
- disability benefits
- employment contracts
- employment insurance
- employment law
- employment litigation
- employment standards
- fiduciary duties
- first nations
- general litigation
- human rights
- immigration
- labour law
- labour relations
- occupational health and safety
- privacy
- stringer llp
- stringer llp announcements
- workers compensation
- workers' compensation
- wrongful dismissal litigation
