The Commission was satisfied that circumstances had changed, from the date of the dismissal to that of the new role.
People + Culture Strategies
The real test is to determine if the original redundancy was genuine, which depends on the circumstances at that time.
Even as Bermuda acclimatises to the ‘new normal', it is clear that the economic effects of the pandemic are likely to be substantial and enduring...
Burnet, Duckworth & Palmer LLP
Temporary layoff rules continue to change as a result of the COVID-19 pandemic. The law on layoffs is complex, varies between provinces and territories, and is governed ...
The long foretold Government plans to introduce a £95,000 cap on the total pre-tax aggregate value of public sector exit payments are now coming into force with very little notice.
Many businesses are dealing with unprecedented market uncertainty and financial stress on the back of COVID-19, forcing some into cash conservation mode.
In the ever-changing employment law landscape of 2020, it can be hard to keep pace and understand your options and responsibilities for your workforce.
Significant changes to the Employment Standards Code (the legislation that prescribes minimum standards of employment in Alberta, hereinafter the "Code")...
McCarthy Tétrault LLP
British Columbia's Labour Relations Board (the "Board") recently considered the issue of whether a workforce on layoff due to COVID-19 can unionize.
Following regulations being laid over the summer implementing a cap of £95,000 on exit payments for public sector employees, the Ministry of Housing, Communities and Local Government (MHCLG)...
Norton Rose Fulbright Canada LLP
Le 3 septembre dernier, le gouvernement de l'Ontario a annoncé la prolongation de la période de la COVID 19 jusqu'au 2 janvier 2021 .
Discussing the possibilities of employee dismissals following the government schemes issued in the wake of the COVID-19 pandemic.
This article provides guidance for employers.
J. Sagar Associates
The Central Government amalgamated the existing labour laws, namely, the Trade Unions Act, 1926, the Industrial Employment (Standing Orders) Act, 1946 ("SO Act"), and the Industrial Disputes Act, 1947.
Following the recommendations of the National Public Health Emergency Team, which have been approved and adopted by the Government on Monday 19 October, Dublin will now move to Level 5...
Following the recommendations of the National Public Health Emergency Team, which have been approved and adopted by the Government this evening...
A whistleblower cannot be penalised for pointing out wrongdoing, and if that employee is later dismissed, the business must ensure the move has no connection to the protected disclosure.
As we enter the later phases of re-opening our country, it is vital that employers continue to observe and follow public health advice.
Maltese Legislation does not impose an obligation on the Industrial Tribunal to include its reasoning for why a certain decision was taken and why damages were liquidated at a certain amount.
When terminating on grounds of redundancy, Maltese law states that an employer must always follow the last in, first out rule. Thus, the last person engaged within a class of employees affected ...