Social media has drastically changed the way people communicate and do business. Naturally, employers may want to take advantage of the convenience of performing background checks on social media. But with increased use of social media comes increased risk of a privacy violation.
In May 2017, the Office of the Information and Privacy Commissioner for British Columbia (OIPC) published a guidance document aimed at helping private organizations and public bodies navigate the complex relationship between social media background checks and privacy laws. The document’s main points are summarized below.
The collection, use, and disclosure of personal information retrieved from social … Continue Reading
Julia Wood received an offer for employment from Fred Deeley Imports (“Deeley”) on April 17, 2007. Wood accepted the offer during the phone call, and later received an email from Deeley which outlined the terms of her employment. The parties could not recall the date of the email, but it was received by Wood prior to commencing employment with Deeley on April 23, 2007. Then, on April 24, 2007, Wood met with the human resources representative and signed various employment documents, including an employment agreement. Eight years later, Deeley terminated Wood’s employment. Wood commenced a wrongful dismissal action, alleging (among … Continue Reading
In February 2017, at the 18th annual Privacy and Security Conference, Acting Commissioner Drew McArthur (“Commissioner”) commented on the first-ever audit of a private sector business conducted by the Office of the Information and Privacy Commissioner for British Columbia (“OIPC”). He stated that OIPC “used this audit as an important opportunity for public education, and a reminder to private businesses that they should only use video surveillance as a last resort after exploring other less privacy-invasive options.” The Commissioner’s speech is available here.
OIPC initiated the audit of the lower mainland medical clinic (“Clinic”) after receiving a complaint … Continue Reading
Earlier this month, we posted a list of minimum wage increases across Canada and noted Premier Christy Clark’s May 2016 announcement that the provincial government was committed to raising the minimum wage for employees in British Columbia to $11.25 per hour effective September 15, 2017 (click here). In line with this commitment, B.C.’s Jobs, Tourism and Skills Training Ministry issued a news release yesterday announcing that, effective September 15, 2017, the minimum wage will rise by 50 cents to $11.35 an hour and the minimum wage for liquor servers will increase to $10.10 an hour. Read the full news … Continue Reading
Much has been said about the recent agreement in principle between 8 of the 10 provincial finance ministers and the federal finance minister to expand the Canada Pension Plan. Our colleagues in Ontario have posted their thoughts on the matter, which includes a useful summary on the agreement, links to further details, some implications for employers – both generally and specifically in Ontario – and steps that employers should take to anticipate the expected changes.… Continue Reading
Pension plans can be a very helpful retention mechanism for good employees (and, it must be noted, bad ones too), and many larger employers offer them to their employees as part of their overall compensation package. However, the cost and complexity of pension plans have also meant that they may not be considered by most smaller employers. Recent legislative enactments have attempted to address this.
In 2012, the federal government enacted the Pooled Registered Pension Plans Act, creating Pooled Registered Pension Plans (PRPPs) at the federal level, in an effort to make large-scale defined contributions pension plans available to … Continue Reading
Under the Canada Elections Act (“Act”), all Canadian employers (with some limited exceptions in the transportation industry) must ensure their employees have 3 consecutive hours free from work during opening hours for polls on election day. According to the Act, polls are open for each electoral district of Canada as follows:
(a) from 8:30 a.m. to 8:30 p.m., if the electoral district is in the Newfoundland, Atlantic or Central time zone;
(b) from 9:30 a.m. to 9:30 p.m., if the electoral district is in the Eastern time zone;
(c) from 7:30 a.m. to … Continue Reading
Federally-regulated employers may soon be seeing changes to privacy and human rights laws in relation to genetic information. On June 9, 2015, the federal Minister of Justice introduced Bill C-68, otherwise known as the Protection Against Genetic Discrimination Act. The bill is aimed at better protecting persons’ genetic information in Canada. The latest version of the bill can be found here.
Bill C-68 will clarify the law relating to the use, collection, and disclosure of genetic information by amending three pieces of federal legislation: the Canadian Human Rights Act, the Personal Information Protection and Electronic Document Act (PIPEDA) … Continue Reading
Human Rights Tribunal found nanny was sexually assaulted, isolated and underfed by employer
Where an employer fails to meet its human rights obligations, the damages awards for the “injury to dignity” component of damages are becoming increasingly significant. The recent decision of the British Columbia Human Rights Tribunal in PN. v. FR and another (No. 2), is an example of the scale of penalty an employer can face where the breach of human rights obligations is at the extreme end of the scale.
The complainant, a domestic worker from the Philippines, was placed with the respondents as a housekeeper … Continue Reading
Our colleague in Ontario, Melissa Kennedy, recently posted a helpful article about establishing, evaluating and managing employees’ work performance. As 2014 draws to a close, revisiting, and potentially, re-evaluating the performance management program in your workplace is a good idea and Melissa’s article is a great place to start. We reproduce her post below:
As we set to embark upon the year’s end, now is an appropriate time to begin goal setting and implementing employee performance objectives for the new year. Establishing clear expectations which are tied to the overall mission and vision of the organization, and which are aligned … Continue Reading
Many employers attempt to define an employee’s right to compensation upon dismissal by having clear, enforceable termination provisions in their employment contracts. But what happens if the dismissed employee is offered re-employment shortly after termination and fails to accept it? Is she still entitled to the full contractual severance amount?
The Court of Appeal, in its recent decision Maxwell v. British Columbia, confirmed the answer is yes: a dismissed employee was found to be entitled to the full amount of contractual severance and did not have to mitigate her damages by accepting an offer of new employment.
In this … Continue Reading
Since Unifor was created from the merger of Canadian Auto Workers and Communication, Energy and Paperworkers Union last year, another merger of unions in Canada has seemed likely. The expectation became the reality on November 7 when the Telecommunications Workers Union voted to merge with the United Steelworkers. The merger will become effective January 1, 2015, but the two unions have announced they will begin joint activities immediately.
What can you expect from the new union? As we saw with Unifor, the new union will undoubtedly engage in renewed organizing efforts and other campaigns. The merger agreement promises an initial … Continue Reading
The deadline for compliance with WorkSafeBC’s bullying and harassment policies was last November 1, 2013. We’d like to remind all BC employers that certain obligations under the policies require an annual review.
As we discussed in an earlier post, the policies set out nine requirements for employers to meet:
… Continue Reading
- Develop a policy statement about workplace bullying and harassment not being acceptable or tolerated.
- Take steps to prevent or minimize workplace bullying and harassment.
- Develop and implement procedures for reporting bullying and harassment, and specifically provide for reporting an incident when the alleged harasser is the employer, a superviosr
Our colleague, Keith Rose, has posted here about the recent British Columbia Supreme Court decision in Mejia v. LaSalle College International Vancouver Inc., 2014 BCSC 1559. The case is a reminder to employers about the importance of explicitly and comprehensively addressing intellectual property rights in employment agreements.… Continue Reading
Following on its new complaint and application forms introduced earlier this year, the British Columbia Human Rights Tribunal recently issued new Rules of Practice and Procedure (the “2014 Rules”), replacing its former Rules from January 2008. The 2014 Rules are directed at reducing the number of rules and streamlining and simplifying the complaint resolution process.
Some of the changes in the Tribunal’s 2014 Rules that employers should take note of include the following:
… Continue Reading
- The Tribunal has done away with its previous “complaint stream” process;
- The Tribunal has better articulated resources under the new Rules to defer complaints or adopt alternate
The Labour Relations Board has upheld BC Arbitrator Stan Lanyon’s decision in Sunrise Poultry Processors Ltd. v. United Food and Commercial Workers, Local 1518 (discussed previously here) that the names of grievors and witnesses should, as a general rule, be published in labour arbitration awards.
The union argued that British Columbia’s Personal Information Protection Act (PIPA) prohibits the disclosure of the names of grievors and witnesses in labour arbitration awards without their consent. In the union’s view, the increasingly easy public access to arbitration awards because of sophisticated internet search engines and free legal websites like Canlii mean … Continue Reading
Many employers have policies about termination, and specifically about what an employee is entitled to if terminated without cause. It is a good idea to try to manage the cost of terminations, but it needs to be done properly to be effective.
Oliver v. Sure Grip Controls is a recent case where a termination policy was reviewed. The employer tried to limit its liability by reference to the policy set out in the employee handbook. The employer had gone to the trouble of having the handbook reviewed and signed by the employee, but the handbook included this underlined statement:
I … Continue Reading
The issue of changes to post-retirement benefits, such as health and welfare benefits provided to employees, is an issue that has arisen for employers trying to reduce costs. Our colleagues in Ontario have published a useful post regarding a recent Supreme Court of Canada decision which we link to here.… Continue Reading
If you are going to lay off older workers while hiring younger ones in the same category, you better have a good explanation. That’s essentially what the BC Human Rights Tribunal said in Price and Top Line Roofing Ltd., 2013 BCHRT 306. The Complainant, Paul Price, was a journeyman working for the Respondent Top Line. He was one of the two oldest journeymen employed at Top Line. Both were laid off in July, 2012. A few months before this, however, Top Line had hired a journeyman in his 40s and two young journeymen apprentices.
Top Line said Price was … Continue Reading
Other McCarthy Tétrault blogs regularly touch on issues of importance for BC employers. Here is a selection from the last month.
Managing the risks of holiday parties. The office party season can be interesting. Think about how you can manage the risks.
It’s flu season. Tips for dealing with sickness in the workplace.
Trespassing on private property? Maybe not. Think picketing and leafleting. A business’s property rights – and the ability to control trespassing – may not be as clear as you think, especially if the business invites the public on its property or operates in a publicly accessible area.… Continue Reading
Another Arbitrator in BC has decided against a general rule of anonymizing the names of grievors and witnesses in labour arbitration awards. The decision of Arbitator Stan Lanyon in the Sunrise Poultry case (Unreported, October 28, 2013) is the case we anticipated in our previous post on this issue.
Like Arbitrator John Sanderson in the Husband Food Ventures case, Arbitrator Lanyon was dealing with a request by the United Food & Commercial Workers, Local 1518 to have the names of the grievor and witnesses remain confidential in any Award in the matter. And like Arbitrator Sanderson, Arbitrator Lanyon decided there … Continue Reading
In R. v. Metron Construction Corp., the Ontario Court of Appeal dramatically increased a fine imposed on the defendant Metron following its guilty plea to a charge of criminal negligence causing death, from $200,000 to $750,000.
Metron had entered into an agreement to restore concrete balconies on two highrise buildings. To perform this work, it acquired “swing stages”. Each swing stage was 40 feet long and consisted of four 10 foot long modules held together by plates and bolts. One of the swing stages collapsed at the end of the working day with five workers and a site supervisor on … Continue Reading
A BC arbitrator recently held that a grievor is not entitled to have her name withheld from publication in an arbitration decision involving her termination. In Husband Food Ventures Ltd. (d.b.a. I.G.A. Store No. 11) and UFCW, Local 1518, the Union argued that British Columbia’s Personal Information Protection Act prohibited the publication of the grievor’s name, or alternatively, that the arbitrator should exercise his discretion and not publish the grievor’s name.
Arbitrator John Sanderson wrote that whether grievor’s name should be redacted from the reasons is a matter within the discretionary authority of the arbitrator to be decided … Continue Reading
A British Columbia employer has won a case to avoid double recovery of Employment Standards and wrongful dismissal damages. The decision in Roy v. Metasoft Systems Inc. is another piece of good news for employers to go with our recent post about the BC Human Rights Tribunal helping to discourage forum hopping.
Ms. Roy was a software sales associate. She complained to her employer about not getting all the commissions she thought she had earned. She threatened to file a complaint for unpaid wages with the Employment Standards Branch. The employment relationship went downhill from there and her employment was … Continue Reading