If you have encouraged your employees to set up a Twitter account to tweet information about the company’s business, who owns the followers if they leave? This is the question in Phonedog v Noah Kavitz, a California case that will no doubt have an impact in Canada.
Phonedog Noah
In that case, Phonedog encouraged
As of today, individuals can now sue for the tort of privacy in Ontario. (Thanks to Professor Doorey for the heads up in a tweet and blog post this afternoon).
The new tort is based on the following statement:
One who intentionally intrudes, physically or otherwise, upon the seclusion of another or his or her
Here are my last minute Clawbie nominations. This year, there are way too many excellent Canadian legal blogs to choose from, so here is my unscientific and utterly biased criteria:
This is Part 3 of my three part series on the Accessibility for Ontarians with a Disability Act, 2005. In the first post, I discussed the Customer Service Standard and in the second post, I outlined the Integrated Accessibility Standards. Both standards are regulations under AODA and set out further detail on the
I jumped into blogging in 2009 and have been grateful for the opportunity to participate in the online conversation about the workplace, employment law, and social media in general.
We continue to be in a technological revolution that has forever changed how we communicate to each other – or at the least, for you cynics
Recently, a reader asked me whether cutting back the hours of a department of hourly paid employees by about 5 hours a week for a few months would create any problems. She correctly identified constructive dismissal as the issue to consider.
What is Constructive Dismissal?
“Constructive dismissal” is when an employer unilaterally makes such substantial
While we may share a love of hockey, beer and Justin Bieber, there remains many intangible cultural and legal differences between Canadian and US employment law. Given the global nature of most of the clients I work with, I frequently advise US employers on the subtle – and sometimes not so subtle – distinctions between
This is Part 2 of my three part series on the Accessibility for Ontarians with a Disability Act, 2005. In my first post, I discussed the Customer Service Standard, which was passed this summer and requires the private sector to comply by January 1, 2012.
In this post, I outline the AODA Integrated
Today the Supreme Court of Canada will hear a highly anticipated case on Canada’s freedom of religion and speech laws. The case involves Bill Whatcott and his passionate, public promotion of anti-gay and anti-abortion views, all in the name of his religion.
Kirk Makin provides a good summary in today’s Globe and Mail.
Whatcott’s Case
The Accessibility for Ontarians with Disabilities Act (“AODA”) has been around since 2005, but the specific obligations for employers do not start to kick in until 2012. This is the first of a series of blog posts I will be writing to discuss the requirements of AODA for employers.
AODA lays out the general framework