employment relationships are growing progressively more complex. As the
use of e-mail and the Internet flourishes, employers are realizing they
have to balance their right-to-know against their employee’s right to privacy.
As the Canadian workforce continues its diversification, employers must
factor human rights concerns into every employment decision. Such issues
are encountered daily and are having extremely profound effects on the
employment law has undergone tremendous growth over the last two decades,
reflecting our ever-evolving and complex organizations. Issues such as
sexual harassment, duty to accommodate, human rights, wrongful dismissals,
duty of good faith, and terminations are all thoroughly examined and explained
in Employment Law: Solutions for the Canadian Workplace, balancing
both the legal principles and the practical realities.
law is based on common law and on statute law that varies substantially
between federal and provincial jurisdictions. Employment Law: Solutions
for the Canadian Workplace examines these various aspects, including statutory
regulations for provincial employment standards, the Canada Labour Code,
the Quebec Civil Code, and the increasingly dynamic field of human rights,
in a comprehensive and comparative discussion. No other text offers an
in-depth exploration and analysis of all these subjects in one publication.
An invaluable resource, Employment Law: Solutions for the Canadian Workplace
provides a clear understanding of relevant legal principles as well as
quick answers to specific employment law questions.
in the Guide: This manual includes guidelines for both federal and
provincial jurisdictions, including Quebec, and addresses the following
Managing the employment relationshipHuman rights (in the employment context)Policy
manuals, procedures and workplace rules Privacy in the workplace: monitoring,
surveillance, and testing Wrongful dismissal Personal information protection
The manual also
features comparison tables, Do's and Don'ts, checklists, and discussions
of precedent-setting cases.