Restrictive covenants, or non-compete agreements, are tools that employers can use to restrict employees' employment opportunities when they leave a company. Their purpose is to protect proprietary information and prevent workers from using their knowledge to compete directly with the employer.

Employers in British Columbia and other provinces in Canada might be interested in a recent Supreme Court ruling in connection with the rights of dismissed employees to bonuses under employment law. The ruling followed a case that involved an employee who claimed benefits and bonus pay after he was forced to resign.

British Columbia employers are bound by human rights laws to accommodate workers with disabilities. Employment law also mandates that employers may not base appointments or discharges upon an employee's disability.

There are many different forms of discrimination that can exist in the workplace. You could experience discrimination based on personal characteristics - such as your age, race or gender. Discrimination can also be identified through unequal opportunities or disciplinary actions.

Before starting a manufacturing plant in British Columbia, business owners must familiarize themselves with certain labour laws. In Canada, many matters related to human rights, health, safety and employment fall within the province's jurisdiction.

Drug testing happens before and during many jobs throughout the country. While such tests may seem straightforward, the results aren't always as cut and dried as you might think.

Nowadays, the world lives on social media. More and more people get their news from platforms like Facebook and Twitter than ever before. If you need to spread the word about an upcoming event or opportunity, utilizing social media seems like a logical place to start.

While conducting your annual performance reviews, one of your employees raises a concern about another colleague’s harassing behavior. How should you respond? How do you know whether it’s a serious problem or just hearsay?

As the temperatures increase, so do summer-related workplace hazards. Canadian employees, both those who work indoors and out, should be aware of seasonal risks.

Big rig drivers face health and safety hazards each day. Commercial vehicle operators in British Columbia haul their loads across the country, and risk workplace injury and illness. For many truckers, their vehicles are also their homes, where they work, sleep and eat.

As a manager, you have a lot of responsibilities. One of those responsibilities includes providing a safe and respectful work environment for your employees. This not only involves treating your employees with respect yourself - it also involves taking steps to prevent or correct observed bullying on your team.

As of May 4, 2020, a significant amendment to the BC Employment Standards Regulation, BC Reg 365/95, was ordered by Order in Council that effectively extends the duration of COVID-19-related temporary layoffs under the BC Employment Standards Act.

In a competitive environment, employers must often battle to ensure they have access to the best prospective candidates for an open position. They will frequently explore various distribution methods to cast a wide net in search of quality applicants.

Following a work-related back injury, a 45-year-old husband and father of two in British Columbia is without work, and must support himself with a cane to walk. The former sheet metal worker recently decided to go public with his struggles and the alleged discriminatory behaviour of a WorkSafeBC staff member.

Workers in British Columbia have the right to safe work environments. Employment law in Canada describes the roles of business owners, along with their rights and responsibilities. The law also mandates the responsibilities of employers, supervisors, contractors and workers.

While it is true that employers in British Columbia are responsible for the health and safety of employees, workers also play a role in their own safety. Employment law mandates the rights and responsibilities of workers in all industries. Effective workplace safety requires all the involved parties to commit to their responsibilities.

Employees in British Columbia must be treated fairly, during employment and upon termination of employment. Dealing with a wrongful termination lawsuit can be costly, and it is often preventable. Many employers seek legal counsel just before terminating employees.

Business owners in British Columbia must be careful with the wording for advertisements they post or print for jobs in their establishments. Any ad that expresses limitations, preferences or specifications related to protected characteristics under the BC Human Rights Code may constitute discrimination.

Employers may end employment of an individual at any time. Generally, there are two different types of termination of an employee: with cause or without cause. With cause, also known as just cause, means that there is a specific reason for the termination that is so serious it justifies termination.

On June 1, 2019, amendments to British Columbia's Employment Standards Act came into effect. These amendments not only expand certain employee rights and employer obligations under the Act, but also change the complaint and investigation process by which those rights and obligations are enforced.