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Canadian Employment Laws 2017: Best Practices and Key Rules for Operating North of the Border - On-Demand

Canadian Employment Laws 2017: Best Practices and Key Rules for Operating North of the Border - On-Demand

Product Code: YEWA011017D

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Canadian Employment Laws 2017: Best Practices and Key Rules for Operating North of the Border - On-Demand

Webinar now available On-Demand.

Employers contemplating operations in Canada and those already operating there need to understand the complexities of Canadian employment laws. Because both Canadian federal and provincial governments have jurisdiction over employment, it is important that you know which one regulates your industry and how to abide by their laws.

For example, Canada has a broadly construed definition of “disability,” and covers addictions under the umbrella of disabilities. Also, there are Canadian court rulings explaining employers’ obligations concerning drug testing, unjust dismissals, and more. Consider, too, that recent Canadian court cases have imposed a “duty of good faith” on employers and in commercial contracts.

So, what does that mean for you as an employer in Canada? And, how will the changing U.S. presidential administration affect your business in Canada?

Use this on-demand webinar to get an up-to-date explanation on the latest Canadian employment laws and regulations impacting how you conduct business, so you can minimize your company’s legal risks.

You’ll learn: 

  • How to tell if your industry is covered under Canada’s federal or provincial laws—and which ones
  • Laws governing labor relations, human rights, pay equity, occupational safety and health, workers’ compensation, and privacy in Canada
  • Best practices for business travel and immigration into Canada
  • Employment standards that you must meet, such as minimum wage, meal and rest periods, holiday pay, and more
  • How to legally terminate non-union employees, since Canada doesn’t recognize at-will employment
  • What recent class-action lawsuits over unpaid overtime and pensions mean for your policies and practices
  • The major ways Canada’s labor relations laws differ from those in the United States
  • What your Canadian anti-harassment policy should state and the jurisdictions in which workplace harassment and violence are expressly prohibited by law
  • Types of universal health insurance, unemployment benefits, and supplemental benefit plans employees are entitled to

About Your Presenters:

Brian P. Smeenk, Esq.Brian P. Smeenk, Esq.
Fasken Martineau

Brian Smeenk is a Toronto partner in Fasken Martineau’s Labour, Employment & Human Rights Group. He is also editor-in-chief of HR Hero’s Northern Exposure: Employment Law for U.S. Companies with Operations in Canada blog and a member of the Employers Counsel Network.

Emilie Paquin-Holmested, Esq.Emilie Paquin-Holmested, Esq.

Fasken Martineau

Fasken Martineau Associate Emilie Paquin-Holmested is a member of the Labour, Employment and Human Rights practice group. She focuses in particular on the fields of labour relations, employment law and human rights law. In addition to providing general counsel and preventative advice, she represents clients in litigious matters before the civil courts and administrative and arbitration tribunals.

David G. Wong, Esq.David G. Wong, Esq.
Fasken Martineau

David Wong is a partner in the Vancouver office of Fasken Martineau DuMoulin, and is a member of the Labour, Employment and Human Rights Practice Group. He is the head of the Human Rights Practice Group in the Vancouver office. A Wesbrook Scholar, Mr. Wong’s experience in various leadership and community roles continues to assist him in establishing a successful practice in the field. Mr. Wong advises and represents companies on issues involving all aspects of both unionized and non-unionized workforces. Mr. Wong has extensive experience before all levels of the British Columbia Courts, the British Columbia Human Rights Tribunal, the British Columbia Labour Relations Board, and labour arbitrators. He also acts as lead spokesperson on behalf of management in collective bargaining negotiations.

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