Register by Friday, February 2, 2024 using promo code LKPXY to save 10%. *Only one promo code can be used per order. National Pensions Conference 2024: Emerging trends in a changing world Conference Co-Chairs Cynthia Crysler Pensions CounselCavalluzzo Michael Wolpert Pensions CounselFasken Martineau DuMoulin Conference Advisory Committee
Lancaster House is pleased to announce the launch of the Centre for Labour Relations Training & Development. This initiative is the culmination of decades of growth in Lancaster House’s professional learning programs. Founded in 1976, Lancaster House is a leading provider of information and training in workplace law and labour relations, publishing authoritative texts and […]
Five new labour arbitrators have commenced their practices in Ontario. They are graduates of the Arbitrator Development Program, a program in which participants shadow established arbitrators, which was initiated and funded by the Ontario Labour-Management Arbitrators’ Association, with a contribution from the Research and Education Foundation of the National Academy of Arbitrators. The participants were […]
Seasoned experts will address key issues and trends in arbitration in the police sector, as reflected in recent arbitration awards across Canada. Pricing Chris Albertyn Arbitrator Tom Roper K.C. Labour Relations Counsel Nini Jones Labour Relations Counsel Interest Arbitration Police Services Workshop:Current issues, proven practices Virtual EventFriday, October 11, 202412:30 p.m. – 4:00 p.m. ET Attendees […]
Lancaster is pleased to announce our Summer Webinar-On-Demand Bundle Sale. For a limited time, you can purchase a topical bundle at the discounted rate of $625/person/bundle.
A New Brunswick labour arbitrator has held that a Department of Education operating a provincial school board must pay a teacher and principal aggravated damages of $35,000 and $45,000 respectively – as well as wage loss damages to the principal who took premature retirement following a diagnosis of PTSD – for breaching its statutory and collective agreement obligations to protect the health and safety of its teaching staff from assaults by a student with special needs.
A British Columbia judge held that an employee who was dismissed without cause was entitled to common law damages for failure to give reasonable notice as the employer had repudiated the employment contract by failing to make contractually obligated payments following the dismissal, thereby rendering the contract unenforceable.
March 7, 2025, eAlert No. 285 Dismissing an appeal of a Federal Court decision filed by six individuals employed in various safety-critical positions and their unions, the Federal Court of Appeal upheld a policy that imposed pre-placement and random drug and alcohol testing for all safety-critical employees working in high security nuclear facilities. Endorsing the […]
After a history of challenging negotiations over physician compensation, the Ontario Medical Association (OMA) and the Province of Ontario agreed to settle the issue of doctors’ fee increases for the period from April 1, 2024 to March 31, 2025 through interest arbitration…
When an employer introduced a new electronic monitoring policy, the union filed a grievance claiming that it was an unreasonable exercise of management rights.
When her job offer was rescinded during the employer’s enhanced security screening process, a job applicant filed a complaint with the B.C. Human Rights Tribunal alleging that the decision by a government agency to withdraw the employment offer was motivated by discrimination on the basis of race and sex.
