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.

Every occupation comes with some injury risk, whether someone sits behind a desk or works in a safety-sensitive work environment. No matter where a work-related accident happens, it can have a tremendous impact on workers and their families. Below, we look at some occupational injury statistics that can help employers and employees appreciate the importance of prioritizing safety in every workspace.

When issues regarding safety, harassment or discrimination arise in a business, employers may need to conduct a workplace investigation. An employer's failure to conduct a proper investigation can make an already complicated situation much worse for an organization and trigger harsh penalties. If you are in a situation where a workplace investigation is required, consider the following tips for conducting one fairly and effectively.

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.

Non-compete clauses, also known as restrictive covenants, are commonly found in employment contracts in British Columbia. Non-compete clauses prevent an employee from working for a competitor, typically, for a certain number of months after leaving a workplace. These clauses are intended to prevent unfair competitive advantage involving former employees, such as using unique skills or business secrets learned at a workplace to help the prosperity of a competitor company.

Employers and employees in British Columbia are typically familiar with the term "wrongful dismissal", but what does it actually mean? This blog post is intended to clear up some common confusion about what it means to have a "wrongful dismissal" claim.