Imagine a workspace where the boundaries between the physical and virtual are blurred, where every keystroke can be measured, and the eyes of technology watch your every move. This is not science fiction; it may be the reality of today's workplace, where artificial intelligence and surveillance tools are becoming the norm.

When a new employer hands you a document to sign, it can often feel like just another piece of routine paperwork. However, some of these documents can have a considerable impact on your future, so it is crucial to understand the weight of any termination provisions, non-competition, confidentiality and non-solicitation agreements.

First impressions are crucial in many aspects of life, and job hunting is no exception. Your resume often serves as the first point of contact with potential employers and can speak volumes before you even get the chance to meet face-to-face. While it should be a showcase of your skills and achievements, your resume might inadvertently reveal personal details that could lead to intentional or subconscious discrimination.

With the rise of remote work (or telework), our definition of "office" has expanded to coffee shops, living rooms and even across time zones. As we adapt to these changes, the core principles and laws that govern the workplace remain firmly in place. For remote workers and their employers, understanding how these rules apply in a new setting is vital to a successful and lawful work environment.

Taking on an executive role is an exciting step in any employee's career and comes with the potential for various financial benefits and perks. Thus, as a new executive, understanding the intricacies of your compensation package will be vital.

In British Columbia, restrictive covenants in employment contracts are a hot-button issue for professionals. If you are starting a new job and have been asked to sign an employment contract, it's crucial to understand the fine print that could shape your career trajectory.

The law in British Columbia protects workers from sexual harassment, but they need to speak up to make use of those protections. Many workers have a hard time fighting back against sexual harassment, including quid pro quo harassment, for various reasons. Workers benefit from understanding what quid pro quo harassment looks like and how to deal with it.

Whether you are looking for a new job or already have one, you should be able to expect to receive a fair wage. Unfortunately, this isn't the experience everyone has due to factors like the gender wage gap and unfair compensation practices. However, measures like the Pay Transparency Act are in place to prevent this.

Imagine going to work every day, dreading potential interactions. Maybe you're afraid of your boss, or your coworkers make you feel uncomfortable or humiliated. Perhaps you regularly get teased, threatened or bullied. If any of these experiences sound familiar, you could be working in a toxic environment. Under these circumstances, you should know what you can do to protect yourself and your job.

Workers who are or become pregnant have specific rights and legal protections on the job. Unfortunately, too many employers still unfairly fire or deny them reasonable accommodations. These actions create considerable financial and professional complications; they could also endanger the safety of the woman and her unborn child.

If you work in certain industries or roles, you may be presented with an employment agreement containing non-compete clauses or other restrictive covenants. Before you accept a role or sign anything, you should ask yourself some important questions regarding these restrictions.

Everyone occasionally misses work, whether for a scheduled vacation or an unexpected medical event. Whether being away from work is stressful or relaxing, it typically isn't cause for concern. However, absences can add up quickly, and in some cases, employers must take action if absenteeism becomes a problem.

Employment disputes often come down to what parties have on record. Everything from notes during an interview to performance reviews and termination notices can come under scrutiny when employees and employers are in conflict, so comprehensive, accurate record-keeping is vital.

Employers who breach their legal obligations toward their employees may create messy disputes, for which they may face serious consequences. Because of this, some employers may attempt to cover up what they are doing to avoid getting in trouble. Understanding the tactics that employers may use to draw attention away from their misdeeds can help employees determine the right course of action in addressing a workplace issue.

For many employees, the option of working from home full-time or in a hybrid environment is highly appealing. Nonetheless, it presents difficulties for employers that may result in legal complications and disputes. We explore some of these potential issues below.

The right to privacy is something that Canadians take very seriously - it is a fundamental right. This includes privacy in the workplace. We have strict laws to protect both employers and employees regarding privacy, but some employers make mistakes or poor judgements that lead to a claim they violated someone's privacy and the law.

Unconscious biases, also known as implicit biases, are underlying assumptions, beliefs, or stereotypes that we hold against other people or groups of people that impact our behaviours. Unconscious biases are often developed through our own experiences, perceptions, and societal influences.  Unconscious bias in the workplace may result in adverse treatment to employees that can lead to legal claims and disputes.

When you start a new job, you have much to learn about your new role and workplace. One of the most helpful resources employers can provide is an employee handbook detailing the policies and guidelines of the company. However, there are some red flags to watch for when (and if) you receive one.

Employees with medical conditions and disabilities can perform their jobs as well as anyone else, but they may need accommodations. As an employer in Canada, you have a duty to provide these accommodations under many circumstances, so it can help to know what these might look like.

In any business, employees and client lists are important. Companies can use non-solicitation covenants to prevent departing employees from soliciting customers or employees from them. In other words, non-solicitation covenants prevent departing employees from using their former company's contact to help the company they are moving to.