Sentences with phrase «bc employment»

For further information brokerages should refer to the guide published by the Canada Revenue Agency found at www.cra-arc.gc.ca/E/pub/tg/rc4110/README.html and a guide to the BC Employment Standards Act found at www.labour.gov.bc.ca/esb/esaguide/.

Facilitator and Career Advisor - Agora Employment Essentials - Work BC Employment Service Centre Westside

BC employment opportunities can be competitive, which is why it's helpful to be confidently prepared for job interviews.

Some of the BC Employment Standards Coalition's health worker colleagues in Ontario have launched a new campaign for paid sick leave.

Stay posted with the BC Employment Standards Coalition on Facebook: https://www.facebook.com/BCEmploymentStandardsCoalition/

David Fairey, Co-Chair of the BC Employment Standards Coalition, was quoted in an article in the Georgia Straight on BC's proposed minimum wage increase.

In the most recent posts on our BC Employment Lawyer Blog, we are discussing the emerging trend of computerized hiring and its potential impact on employers, employees, and employment law in general.

We've added a Resources for Workers page, which currently includes two organizations that do great work on behalf of workers but are separate from the BC Employment Standards Coalition:

On November 23, BC Employment Standards Coalition Co-Chair David Fairey made a submission in Vancouver to the Fair Wages Commission as part of its consultation.

Unless you have a specific employment contract, the BC Employment Standards Act outlines all the conditions of employment in this province, and that includes the rules and regulations associated with dismissal.

Termination Under the BC Employment Standards Act (HTML) Describes your rights under the BC Employment Standards Act if your job ends, or terminates — whether you quit or you are fired or laid off.

This Coalition was formed to launch a public campaign for fundamental changes to modernize the BC Employment Standards Act in the interests of workers, and to give voice to the thousands of workers in the province who are being abused and exploited under the current flawed system.

This means there is no real case for dismissal without cause in BC unless you have an employment contract that outlines a broader scope of rights than the BC Employment Standards Act.

However, you can file a complaint yourself with the BC Employment Standards Branch by filling out your information in this complaint form and emailing it to: [email protected].

These recommendations have been endorsed by AIDS Committee of Durham Region, Jesuit Refugee Service, Retail Action Network BC, Refugees Welcome Fredericton, SAME Brock Chapter, MigrantWorkersRights Canada, BC Employment Standards Coalition, Migrante BC, PINAY Quebec, People's Health Movement Canada / Mouvement populaire pour la santé au Canada, Maritimes - Guatemala Breaking the Silence Network, Migrant Worker Health Project (International Migration Research Centre), Gabriella Ontario, AAFQ (association des aides familiales du Québec / Caregivers Association of Quebec) and Inter Pares.

11:30 David Fairey from the BC Employment Standards Coalition talks about what they heard when they asked for bad job stories, from June.

In the non-union context, Section 1 of the BC Employment Standards Act limits the length of temporary lay offs of a maximum of 13 weeks in any period of 20 weeks.

Another key consideration is the BC Employment Standards Act, which requires employers to provide for Family Responsibility Leave of up to 5 days per year, for situations that can include the care of a child.

Not exact matches

Over the past decade, employment of skilled technology workers in BC has grown 27 %, driven partly by U.S. companies frustrated with their own government's limit on visas for skilled workers.

The Vancouver Board of Trade has joined forces with Insights West and Miles Employment Group to launch the second annual Dream Employers of BC Survey.The Vancouver Board of Trade has joined forces with Insights West and Miles Employment Group to launch the second annual Dream Employers of BC Survey...

Posted by Marc Lee under BC, employment, labour market, oil and gas, recession.

Posted by Nick Falvo under Alberta, BC, budgets, Canada, child benefits, Child Care, Conservative government, demographics, education, election 2015, employment, Harper, housing, income, income distribution, income support, income tax, inequality, PEF, population aging, post-secondary education, poverty, privatization, progressive economic strategies, public services, Role of government, Saskatchewan, seniors, social policy, taxation, unemployment, user fees, workplace benefits.

Posted by Iglika Ivanova under BC, budgets, economic growth, education, employment, income distribution, inequality, poverty, public services, recession, social policy, taxation, unions, user fees, wages.

Posted by Nick Falvo under BC, Conservative government, employment, immigration, income, income support, Indigenous people, Job vacanices, labour market, migrant workers, poverty, skill shortages, social policy, temporary workers, unemployment, wages, workplace benefits.

However, in BC, as explained by Vancouver - based employment lawyer Jessica Burke, severance minimums are based entirely on an employee's length of service.

Posted by Marc Lee under BC, Employment Insurance, income support, labour market, recession, resources, Role of government.

Last time I checked with the BC government on a similar story in which the quote «boost employment» was used, two jobs were created.

Waterstone Law Group is a full - service firm with practice areas that include Banking Law, Civil Litigation, Corporate / Commercial Law, Employment Law (including ADR), Family Law, Farm Transactions, ICBC Injury Law, BC Personal Injury (including medical malpractice and wrongful death), Real Estate, and Wills and Estate Planning.

On the blog, he discusses employment law matters in the context of BC's legislation and case law.

Bill 6, the Employment Standards Amendment Act 2018, passed third reading in the BC Legislature and will come into force on royal assent.

Home Employment Law Great expectations: BC Court of Appeal confirms employee entitlement to balance of fixed - term agreement

A couple of provinces — NB and BC, if I recall correctly — have excluded from the deemed acceptance of jurisdiction certain kinds of judgments affecting people in the province thought to be less likely to be able to contest the jurisdiction in the court of origin — such as consumers or, in NB, employees of NB businesses in employment - related claims.

In Pathak v. Royal Bank, [1996] BCWLD 891 (BC CA) at para 8, the British Columbia Court of Appeal described the difference between probationary and regular employment:

Even so, with an NDP government in place in BC, new labour and employment standards legislation is likely to be under consideration here.

Cam is the current Co-Chair of the Canadian Bar Association BC Branch Employment Law Section, as well as the Co-Chair of the Civil Litigation (Vancouver) Section.

West Coast LEAF is recommending amendments to BC's Employment and Assistance Act and Employment and Assistance for Persons with Disabilities Act that will allow recipients of social assistance to form supportive personal relationships without worrying that they will be cut off from assistance as a result.

When considering changes to labour and employment standards legislation, BC policy - makers need to be mindful of the cost impact on employers, pay attention to developments in other jurisdictions, and avoid taking actions that could jeopardize the strong economic growth and robust job creation the province has enjoyed in recent years.

This is the approach that was taken in Renaud where the union was found to have breached the employment provision of the BC Code.

He has turned an arbitration over his termination during the probationary period of his employment in 1999 into a legal battle that apparently continues today, including allegations of bias against members of the BC Labour Relations Board (which were noted as being without merit), a Statement of Claim against the BC Attorney General (and others) which was dismissed as an abuse of process, and the attempted swearing of two informations against a vice chair of the BC LRB (which the court found there was no evidence to support).

The BC Code exempts organizations that provide housing, employment, and services to an identified group (such as women only) where those services are meant to address past disadvantage.

The recent BC Supreme Court case of Kenny v. Weatherhaven Global Resources Ltd., [2017] B.C.J. No. 1510 (S.C.) illustrates the perils of poorly drafted employment agreements.

Justice Perell's observation, that «it is cynical to assume that with many years of future employment both possible and needed, that he will sit on his hands and wait out the reasonable notice period rather than getting on with his career» is no more than a reiteration of the BC Court of Appeal's articulation of this fundamental principle underlying the duty to mitigate.

In McKinley v. BC Tel, 2001 SCC 38, [2001] 2 S.C.R. 161, the Supreme Court made it clear that the principle of proportionality is the focus in the determination whether termination of an employment relationship is the appropriate sanction in response to employee misconduct.

Our BC at Work Blog focuses on keeping you up to date and ready for the fast - changing environment we face in the world of labor and employment.

As a skilled and loyal advocate, Jennifer represents her clients before courts of all jurisdictions in British Columbia and Canada as well as at arbitration and before the Labour Relations Board, the BC Human Rights Tribunal, the Workers» Compensation Appeal Tribunal, and the Employment Standards Tribunal.

In BC, a vital legal tool for chipping away at substantive inequality in employment is the Human Rights Code.

Whether it affirms the decision of the BC Court of Appeal or endorses the analysis originally adopted by the BCHRT will be of interest to employers across the country that employ workers in multi-employer workplaces and other such non-traditional employment relationships.

The sticking point at the BC Court of Appeal was its determination that the Code only applies to employment situations where the individual accused of conduct that violates the Code can «force the complainant to endure that conduct as a condition of his employment.»

According to the BC Court of Appeal, neither Mr. Schrenk nor the contractor could exert such control over the engineer, so the comments made could not amount to discrimination regarding employment.

It's a basic principle, and one the Justices hearing the case raised over and over again during the trial in Gorenshtein v BC (Employment Standards Tribunal): in Canada, we don't make people buy jobs.