The rules regarding foreign labour recruitment vary across Canadian provinces. For example, in Alberta, recruiters are not allowed to collect a fee for finding employment for a foreign worker. However, employment agencies are allowed to charge for other services, such as job-related training, resume preparation, and immigration consulting.
The BC Employment Standards Act provides basic protections for employees who lose their jobs, regardless of whether an employee quits or is fired or laid off. However, individual employment contracts may offer protections greater than those provided under the Act. For example, your employment contract may require a notice of dismissal and severance pay in the event that your employment is terminated, but those things are not necessarily required under the Act.
A number of Canadian immigration programs allow for skilled workers from other countries to live and work in Canada and eventually apply for permanent residency. These programs include the Canadian Experience Class, the Provincial Nominee Program and the new Federal Skilled Trades Program. All three of these programs require workers applying for permanent residency to take language proficiency tests in English or French.
Under the Workers Compensation Act, employers in British Columbia are subject to strict requirements with regard to workplace injuries and some accidents that do not result in injury. Following is a clarification of required post-accident procedures and what employers must report to WorkSafeBC in the event of a workplace accident.
For the second time in a month, the Supreme Court of Canada has made a landmark ruling on public-sector labour law. The first ruling, which we discussed in a recent post, gives Mounties the right to engage in meaningful collective bargaining. Now, in a case involving public-sector unions in Saskatchewan, the Court has upheld public-sector employees' right to strike.