ARE YOUR RESPECTFUL WORKPLACE POLICIES COMPLIANT WITH WORKSAFE BC REQUIREMENTS?

WorkSafeBC requires all employers to both take reasonable steps to prevent or minimize workplace bullying and harassment and also requires employers to develop and implement written procedures for the reporting of incidents or complaints of workplace harassment and bullying.  Section 115(1)(a) and Section 115(2)(e) of the Workers Compensation Act place the following duties on the ...

The Potential High Cost of Promotions

A recent decision by the Saskatchewan Queens Bench, McKercher v. Stantec Architecture Ltd., 2019 SKQB 100, highlights the potential exposure to liability for employers when they promote employees without putting in place new employment agreements.  McKercher was terminated after 11 years service.  His role with Stantec had changed significantly over his years of employment.  When ...

How Can I Limit my Potential Liability to Employees?

Contracts, contracts, contracts.  It cannot be said enough times.  The only way to limit potential liability to employees on termination is through a comprehensive employment agreement that sets out at the commencement of the employment relationship, what will happen on termination.  Without such an agreement, plan on being exposed to liability for common law notice ...