Author: Vanessa Payne

There are many ways to address the growth in precarious work and the social and economic challenges it brings. By simplifying the legal test for determining an employer-employee relationship, we could make a significant and immediate difference to millions of workers in the gig economy and beyond.

After months of pressure, Ontario has enacted a new (limited) form of paid sick leave tied to COVID-19. Who qualifies? How do you access it? This post tells you everything you need to know about Ontario’s new paid sick leave.

In COVID times, given the backlog at the courts, more and more parties are using negotiation or mediation to resolve their disputes. In most cases, parties who agree to settle honour their agreements. But what happens if your settlement agreement is breached? How do you enforce your settlement? Natai Shelsen takes you through your options.

In the first of a two-part webinar series, we discuss what your trade union or organization needs to know about engaging in political activity.

If public servants witness a wrongdoing in the public service, they have options. Gabe Hoogers examines how the law aims to protect whistleblowers.

With more and more grandparents getting vaccinated, new options may be available for child care as grandparents begin to feel safer about helping out. But the stay-at-home rules continue to ban indoor social gatherings. Kelly Doctor explains how child care fits into the current rules.

We outline the basis of the Supreme Court of Canada’s decision to uphold the constitutionality of the Greenhouse Gas Pollution Protection Act.

In this webinar, Vanora, Adriel and Dan looked at what unions need to know so they can assist members who are or may be facing criminal proceedings.

Uber has announced that it will lobby Canadian governments to exempt its drivers from employment protections. Steven Barrett and Josh Mandryk tell us why that’s bad for gig workers and what systemic legal reforms are needed to properly protect them.

Once an employer has achieved pay equity, it must periodically revisit its compensation practices to make sure that new wage gaps do not emerge. A recent Court of Appeal decision confirms that maintenance for pay equity plans achieved using a proxy comparison requires ongoing reference to male comparators.