Social Media Privacy

In short, it is a fiction.  Privacy does not exist on the internet. This includes on social media. Most of us would consider it creepy if someone was to be following us around, lurking in the shadows, watching – and recording, and retaining information on – our every move.  This is essentially what is happening online.  This can give rise to various concerns, for example if you have your social media page open while doing sensitive work or while doing
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What’s age got to do with it?

Is age relevant in dismissals? Under Canadian common law, an employer is able to dismiss a non-unionized employee in only one of two ways. One is with just cause. This is generally difficult, though not impossible, for an employer to establish. The second is without just cause, as long as the employee is given “reasonable notice” of the dismissal. The concept behind the reasonable notice period is that employees ought to be given advance notice of their job ending, to
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Mandatory Victim Surcharges Unconstitutional

In December, 2018, the Supreme Court of Canada ruled in R. v. Boudreault that the mandatory surcharge under the Criminal Code is “of no force and effect immediately.” The surcharge was provided for in section 737 of the Criminal Code. It was levied in addition to the sentence already imposed. A non-mandatory surcharge has been around since the 1980s. It was introduced in an attempt to increase offenders’ accountability and assist in funding victims’ programs. Until 2013, judges could waive
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Human Rights Code Changes

On November 27, 2018, changes to the Human Rights Code of B.C. received royal assent, giving them legal effect.  These changes were introduced earlier this month, when the British Columbia provincial government introduced Bill 50.   It largely adopts the recommendations of the December 2017 report of Ravi Kahlon, Parliamentary Secretary of Sport and Multiculturalism, “A Human Rights Commission For the 21st Century: British Columbians talk about Human Rights.” The changes include two main features: (i) extending the deadline for filing
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Medical Marijuana & Work – Know Your Rights

Do you use medicinal cannabis, to manage a medical condition? Are you an employer with an employee that uses medicinal cannabis? Do you wonder what your rights are? It is not as simple as an employee providing a doctor’s note, and then expecting the employer to accommodate marijuana use, even though it is for medical purposes. Cases in this rapidly evolving area are very fact specific and must be analyzed individually. Some commonalities are emerging, though. Drug and Alcohol Policies,
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