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Air Canada and its employees have reached a tentative settlement agreement, bringing an end (for now) to the strike action. For the workplace, it is likely that this agreement deals primarily with issues such as terms of the return to work for employees and issues that triggered the strike, for example, wages and compensation.
Ma collègue Liliane Gingras a récemment publié un billet intitulé « Le démantèlement des programmes d’EDI : une réponse de juristes ». Dans ce billet, Liliane a fait part de ses préoccupations face aux réactions négatives et à l’opposition croissante que suscitent actuellement les programmes d’équité, de diversité et d’inclusion (« EDI »). Plus précisément, elle s’inquiète du fait que certaines personnes pourraient croire que l’absence d’un programme d’EDI en milieu de travail signifie la disparition des protections juridiques contre la discrimination, ce qui n’est pas le cas.
My colleague Liliane Gingras recently wrote a blog titled, “The dismantling of DEI programs: A lawyer’s response.” In that blog, Liliane discussed her concerns regarding the current DEI backlash. Specifically, she expressed concern that some may believe that the absence of a DEI program in the workplace may mean that legal protection from discrimination disappears, which is not the case.
Janice Rubin and I recently completed a two-part webinar series on workplace restoration. During the sessions, we received several interesting questions, all of which we did not get the opportunity to answer. The questions were excellent and thought provoking and represent some of the questions that we are frequently asked when engaging in this work.
In workplace restoration processes, when engaging with the respective parties, it often becomes apparent to me that the root of their conflict may be due to differences in their respective personalities. That is because those differences impact how they communicate, how they approach their work, their expectations of others, their expectations of themselves and so much more.
A challenging question that employers may face is how to respond to historical complaints of harmful behaviour when such complaints arise and cause conflict in the workplace. It is not unusual for complaints to not be brought forward immediately. At times we see complaints of incidents dating back a few years, sometimes even over a decade.
Workplace restoration is a developing area which is now being considered by many employers. One reason for the growing interest is the ongoing effort by employers to improve the work experience for their employees and to create a safe and harmonious workplace for them.
Québec case law often goes unnoticed in the rest of Canada and remains inaccessible to most workplace investigators across the country, primarily due to linguistic reasons. This situation is quite unfortunate since Québec courts, tribunals, and adjudicators render interesting and innovative decisions every year in various areas of interest, including human rights and labour law.
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