The courts and legal tribunals of Canada issue a number of crucial employment decisions that have a direct impact on companies and their HR programs every year.
Download the Comprehensive Review
Top Cases of 2023 Webinar!
The courts and legal tribunals of Canada issue a number of crucial employment decisions that have a direct impact on companies and their HR programs every year. In a constantly evolving legal landscape, understanding the nuances of employment law is necessary for HR professionals. New laws and rulings can alter the way your company operates and how employees are managed.
Join us at the Top 10 Cases of 2023 Webinar to get a full review of the most important cases of the past year, and their impact on your HR strategy.
Updates to Social Media, Harassment, Drug Testing Laws and More
In 2023, significant changes in Canadian law impacted workplace policies on social media, harassment, and drug testing. Harassment was recognized as a tort, emphasizing the need for harassment-free workplaces. Legal decisions highlighted the importance of clear social media policies, clarifying employees’ lack of privacy in company-impacting communications.
The courts examined drug testing practices in safety-sensitive industries, balancing employee rights with workplace safety. These developments underscore the necessity for companies to update their policies in line with evolving legal standards.
Policies to Update:
- Post Employment References: Here’s a post-employment references policy template that you can adapt with the help of your lawyer for your own use. The policy is designed to ensure your organization gives accurate references and limits the potential for lawsuits by former employees and their future employers.
- Workplace AI: If your employees are using ChatGPT or other large language models (LLMs) artificial intelligence (AI) platforms for work, bad things can happen. One way to protect your company from harm is to ban use of LLMs in the workplace.
- Pay Transparency: Pay transparency has become the hottest thing in new HR lawmaking. Even if not currently required in your jurisdiction, following pay transparency may soon become a legal obligation for your company. It’s also a best practice. Here’s a template pay transparency policy that you can adapt for your own circumstances.
