There are many things that can help or hinder people on either side of a legal battle. Alberta workers seeking restitution in a wrongful termination case can take steps before, during and after a firing to give themselves an advantage in court. While there is no way to guarantee results one way or the other, being careful to avoid certain behaviours can be advantageous for those bringing legal action.
Social media and camera phones have made once private occasions public. Recent headlines of people losing their jobs when after-hours activities are made public have led many to ask whether termination due to behaviour outside of work is legal. Employees and employers alike should know their rights and responsibilities under Alberta law when it comes to reasonable termination.
Workplace safety is a key concern for many workers and their families across the country. Alberta lawmakers are paying attention to hostile work environments as part of their labour law overhaul, which aims to protect the physical and mental health of workers. Recent amendments to the Occupational Health and Safety (OHS) Act aim to provide better support for injured workers and to modernize health and safety regulations for workers across the province.
Whether an organization is big or small, workers and employers both have rights and responsibilities to ensure a safe and legal working environment. Like many private employees, public servants can face harassment or discrimination in the workplace and may face challenges reporting such issues. This topic has made headlines in Edmonton, Alberta, where an internal audit reported that nearly one-fifth of city employees had experienced harassment.
Workplace discrimination is an issue faced by many people across Canada. Many know that there is legal recourse for human rights concerns related to termination, but what happens when a person doesn't even get a job for discriminatory reasons? A Cold Lake, Alberta, resident was recently awarded $56,000 in lost wages and damages from a company that refused to hire him due to his sexual orientation and race.
When it comes to health and safety legislation, farming poses unique questions. Alberta has released nearly 200 pages of reports discussing health and safety considerations in the agriculture sector. Human rights concerns such as compensation, employment standards and safety precautions in farming are a much-discussed topic. Albertans have 11 weeks to provide feedback on the government reporting.
Many workplaces have policies regarding drug use that may need to be revised when marijuana is legalized. Federal and provincial governments have established some protections regarding discrimination or illegal termination for medical marijuana use. As Alberta residents consider the legalization of recreational pot, it is important that they know their rights in the workplace should they choose to partake.
Canadians often have legal recourse if something goes wrong at work, and the Canadian Labour Code (CLC) is often updated to reflect the modern workplace. One Alberta woman is taking a stand for a clearer definition in the CLC of psychological violence in the workplace. She hopes that those who are suffering from hostile work environments due to bullying behaviour from colleagues can benefit from these proposed updates.
As students across the country move into a higher grade this September, many will be thinking about getting their first part-time job. Young people in Alberta should know about their rights under provincial employment law. This legislation protects young workers against unsafe work, lack of supervision and other human rights concerns.
Two women in Winnipeg are suing the car dealership where they both worked after they were allegedly fired for complaining about their treatment in the workplace. The women say they were the target of sexual harassment and abuse, and they were let go when they went to management with their concerns. The allegations presented in both cases are significant, and Calgary residents are likely unsurprised to note the case is being taken very seriously by the Manitoba Court of Queen's Bench.