Family Status Protections, Termination Clauses, Interesting Facts About Employment Laws and More
Each quarter, Spraggs Law publishes a curated selection of articles about trending HR and employment-related topics. This quarter we focus on family status protections in BC and examples of employers’ duty to accommodate, followed by updates regarding the enforceability of termination clauses and ten interesting facts about Canadian employment law. Finally, we wrap up our quarterly selection with two recent and unique court claims made against BC employers and how rescuing a moose cost one BC labourer his job.
Family Status Protections + Duty to Accommodate in BC
Are you familiar with your province’s family status protection specifics?
Spraggs Laws’ Jay Spiro and Sandra Nageb outline how BC employers’ duty to accommodate employees based on family status differs from protections afforded by several other provinces.
Get to know these five protected grounds in BC
Local employers and employers would be wise to familiarize themselves with these five example scenarios that warrant a BC employer’s duty to accommodate their employee.
Mutual wins from promoting work-life balance
This article from HRReporter describes how promoting work-life balance by embracing and accommodating employees’ family responsibilities can set employers apart when it comes to recruitment and even lead to increased loyalty, satisfaction, and productivity in the workplace.It also includes a review of the BC court’s recent update and clarification of the Campbell River Test, which the province had used for many years to determine family status discrimination occurrences.
Employment Law Facts + Termination Clause Updates
Not all provinces’ employment laws are created equal!
In celebration of Canada Day, Spraggs Law’s David O’Neill lists ten interesting tidbits about the diversity of our provinces’ approach to employment law.
An Important update regarding termination clauses
The British Columbia court made a recent decision regarding the enforceability of a termination clause in employment contracts. This article explores the case in detail, highlights the court’s findings and provides valuable guidance for employers in drafting legally sound employment contracts and navigating termination-related disputes.
Two Unique Claims Against BC Employers
Past Assault Sparks New Claims
This article from TriCity News sheds light on the legal action being taken against the Coquitlam school district for alleged sexual abuse incidents that occurred in the 1970s and provides a deeper understanding of the ongoing efforts to address historical cases of sexual abuse and seek justice for survivors.
Employer fires back with its own lawsuit
A recent ruling by the BC Supreme Court dismissed a wrongful dismissal lawsuit filed by a former Chief Financial Officer (CFO) in Nanaimo. Moreover, the claimant’s former employer “responded with its own lawsuit,” accusing the claimant of racking up his city-issued credit card with over 14K in personal expenditures. The ruling highlights the importance of demonstrating just cause in wrongful dismissal cases and serves as a reminder for employers to have proper documentation and evidence to support their decisions.
What Would You Do?
An act of compassion backfires for one BC man
A British Columbia man is making headlines for saving a baby moose, and the story is a testament to the old phrase, “No good deed goes unpunished.” Fortunately, thanks to the man’s efforts, the moose is now in the care of wildlife rehabilitators. Unfortunately, because of his employer’s strict policies regarding wildlife, the man was fired from his job, and his employer is standing by its decision to terminate his employment. This article sheds light on the ethical considerations surrounding workplace actions that go beyond job duties and the potential consequences employees may face and highlights the intersection of compassion, employment, and wildlife preservation.
Do You Have HR or Employment Law Related Questions?
If you have questions about human resources and employment law for our team at Spraggs Law, we’d love to hear from you. Give us a call at (604) 359 1613 or contact us online today.
Please note: This article does not contain legal advice. If you would like advice on your specific situation, please contact Spraggs Law.
