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Recent Posts
Below is a preview of the five most recent posts from the blog MLT Aikins Insights. To read these posts in their entirely or subscribe to future updates from this blog, please visit their website!
- Side gigs, side hustles and side ventures – How impeding on work hours may be cause for dismissal
With an increasing number of employees working from home, and the rise in cost of living, many employees are turning to secondary sources of income to supplement their full-time employment. For employers, this presents a challenge where employees become less focused on their work and spend work hou … Read more »
- Should nature be your next priority for ESG disclosure?
As Canadian regulators move to mandate corporate ESG disclosures on climate and supply chain due diligence, nature has emerged as a next key disclosure priority. Beyond regulators, nature-related risks, like deforestation, are gaining scrutiny from shareholders. In recent weeks, the CEO and board me … Read more »
- What obligations does a bank have to warn a customer about potential fraud?
Understanding the significance of Zheng v. Bank of China (Canada) Vancouver Richmond Branch 2023 BCCA 43 in the current climate of increased financial scams. The facts in the British Columbia Court of Appeal case of Zheng v. Bank of China (Canada) Vancouver Richmond Branch 2023 BCCA 43 may not soun … Read more »
- Changes to Canada Labour Code – Increase in notice required for individual terminations of employment
The Budget Implementation Act, 2018, No. 2, introduced increases to the notice requirements for individual terminations of employment under the Canada Labour Code, and the Federal Government has confirmed that these amendments come into force on February 1, 2024. Amendments to Notice of Termination … Read more »
- Employee’s subjective perception of harassment not sufficient to establish constructive dismissal
In the context of workplace harassment, constructive dismissal may be found where an employer fails to provide a work environment that is civil, respectful and harassment-free. The offending conduct must be of the kind that would lead a reasonable person to conclude that the employer no longer inten … Read more »