Upcoming Webinar: December 5, 2024 @ 12:30 P.M. (ET) | What’s new in Québec? Legislative updates and recent cases you should know about | Register Today!
A random question occurred to me the other day, “Could disciplining an employee due to their body odour be a form of discrimination?” This question occurred to me when I did a double take reading the headline of the Washington Post article, “Lawsuit says American Airlines kicked 8 Black men off plane, citing body odor.”
La jurisprudence québécoise regorge de décisions particulièrement intéressantes pour les personnes menant des enquêtes en milieu de travail et pour les employeurs.
Québec’s legal landscape is rich with cases that are particularly interesting for workplace investigators and employers, although many remain overlooked due to the lack of English translations.
This is the third and final post in a series of blog posts that I wrote on data and investigations.
To recap, workplace investigations are also an invaluable source of data that organizations can use in a variety of ways – outside of the investigation process – to help their workplaces get into the zone – the optimal workplace that is characterized by respect, civility, tolerance, inclusivity, and no, or few, employment-related legal problems.
I was excited when I found out that Usher was performing for this year’s Super Bowl Halftime show. In my opinion, an artist who has been highly underrated, was finally given the opportunity to perform for millions of people on live TV. Usher beautifully executed promotion of his performance, as the commercials highlighted his body of work that I have known since I was young. I may not be a complete NFL fan or “buff.”
I was not shocked when I read a recent newspaper article that said, “Black student allegedly locked in a room at an elementary school.” For those reading this blog, you are probably wondering why. Simple answer: this was not the first time I heard about such a concerning story.
En décembre 2022, un arbitre du travail québécois1 a ordonné à l’Université du Québec à Montréal (UQÀM) de verser 4 000 $, à titre de dommages moraux, à Gaëlle Étémé Lebogo, une étudiante au doctorat qui s’identifie comme une femme Noire, en raison du harcèlement psychologique et discriminatoire qu’elle a subi dans le cadre d’un contrat de correctrice d’examen.
In December 2022, a Québec labour arbitrator rendered a decision ordering Université du Québec à Montréal (UQÀM) to pay $4,000 in moral damages to Gaëlle Étémé Lebogo, a teacher assistant and PhD student who identifies as a Black woman, following the psychological and discriminatory harassment she suffered in the workplace.
Follow us:
Rubin Thomlinson LLP
Tel: (416) 847-1814 | Fax: (416) 847-1815
Privacy Statement | Terms and Conditions
Copyright © 2024
