Upcoming Webinar: September 18, 2025 @ 12:30 P.M. (ET) | Mental Health & Workplace Investigations – Part 2: Applied Lessons from the Field | Register Today!
Reflections and news direct from Rubin Thomlinson.
Subscribe to receive updates of interest to you.
Filtered By:
This is my very first blog post with Rubin Thomlinson LLP, and I’m pleased to add my voice to the posts of my colleagues! I remain in familiar territory with a blog for federally-regulated employers and those conducting investigations in workplaces governed by the Canada Labour Code.
In my last blog, I wrote about the importance of investigators becoming case law experts; that is, reading cases to understand what courts and tribunals consider to be investigation flaws. Admittedly, it can be difficult to keep up with case law and find time to review cases in depth; there are never enough hours in the day.
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.
C’est mon tout premier billet de blogue chez Rubin Thomlinson LLP et c’est avec plaisir que j’ajoute ma plume aux analyses de mes collègues ! Je reste en terrain connu avec une publication pour les employeurs de compétence fédérale, et les personnes menant des enquêtes en milieu de travail réglementé par le Code canadien du travail.
Can freedom of expression be invoked to justify disrespectful remarks or the disclosure of confidential information in the workplace?
Peut-on invoquer la liberté d’expression pour justifier des propos irrespectueux ou la divulgation d’informations confidentielles en milieu de travail?
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.
On July 24, 2025, Justice Maria Carroccia delivered her verdict in the widely followed sexual assault criminal trial in which she considered the actions of five former World Junior hockey players, in relation to a woman, in a 2018 incident in London, Ontario. Justice Carroccia found the accused not guilty, and stated that the woman, referred to as “EM” throughout the trial, was neither credible nor reliable.
Follow us:
Rubin Thomlinson LLP
Tel: (416) 847-1814 | Fax: (416) 847-1815
Privacy Statement | Terms and Conditions
Copyright © 2025
