Running a business or organization means constantly adapting to new realities. As part of these adjustments and adaptations, employers may decide to update the roles and responsibilities of their employees. However, if an employer makes a particularly extreme change...
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Watch for these 3 red flags in restrictive covenant agreements
On Behalf of Overholt Law LLP | Nov 30, 2022 | Employment Law
There can be a great deal on the line when it comes to the relationship between employers and departing employees. Should things end on a negative note or the employee plans to work for a competitor, there can be concerns that they will misuse sensitive, proprietary...
British Columbia Ministry of Labour consults with gig workers
On Behalf of Overholt Law LLP | Nov 23, 2022 | Employment Law
Gig workers play a growing role in British Columbia’s labour force. To ensure the laws in B.C. keep up with this increasing trend and that gig workers are not being taken advantage of, the Ministry of Labour is conducting roundtable events throughout the province to...
B.C. introduces new minimum ages for hazardous work
On Behalf of Overholt Law LLP | Oct 27, 2022 | Workplace Accidents
Workplace safety is a concern for all workers, employers and their loved ones. Young adults and teenagers can gain great experience from working, but they may not be prepared to manage certain hazards on the job. To respond to this issue, British Columbia is enacting...
Occupational Health & Safety: Disclosure of refused work required under new B.C. regulation
On Behalf of Overholt Law LLP | Oct 11, 2022 | Workplace Accidents
A new provincial regulation requires employers to inform workers about the reason employees refused to partake in work due to safety concerns. The regulation was put forth in an Occupational Health and Safety Regulation (OHSR) amendment, effective August 2022. What...
How does severance pay work and when is it required?
On Behalf of Overholt Law LLP | Sep 23, 2022 | Employment Law
Severance pay is a form of compensation provided to an employee by their employer when the employee's employment is terminated without cause (i.e., no fault of their own) and adequate notice of termination is not provided to the employee. The employee must have...
How employee stress can lead to legal issues for employers
On Behalf of Overholt Law LLP | Sep 14, 2022 | Employment Law
Most people are familiar with the negative impacts that stress can have on individual workers. Stress can result in health issues, cause turmoil in one's personal life and greatly impact workplace performance. However, employees are not the only ones who may face...
Wrongful Termination as a Breach of Contract
On Behalf of Overholt Law LLP | Aug 8, 2022 | Wrongful Termination
Wrongful termination claims -- also known as wrongful dismissal claims -- can arise in various ways. However, at their core, wrongful termination claims arises from a Breach of Contract. The employer-employee relationship begins when both parties make promises to one...
Are employers liable for injuries when working from home?
On Behalf of Overholt Law LLP | Aug 2, 2022 | Employment Law
The COVID‑19 pandemic has made remote work the “new normal". The increase of remote work in British Columbia and worldwide has led to many important discussions regarding the rights of remote workers and employers' corresponding obligations. An important question that...
Unintentional discrimination during the interview process
On Behalf of Overholt Law LLP | Jul 15, 2022 | Labour And Employment Law
When attempting to fill an open position, an organization will likely take numerous steps designed to ensure they find the right individual for the job. Factors such as work history and educational experience are used to build a coherent picture of the candidate from...