On November 17, 2020, the federal government introduced Bill C-11, the Digital Charter Implementation Act, 2020 (DCIA), which, if passed, will significantly reshape the Canadian privacy landscape. Organizations handling personal information must consider how the CPPA could impact their operations and take steps to implement the necessary data protection procedures to meet their obligations under the new law.
Canadian companies doing business with partners based in the EU – and where personal data collection, use and/or disclosure could take place – cannot lose sight of the impact the General Data Protection Regulation (GDPR) may have on their operations, especially when it comes to the cost of non-compliance.
Nova Scotia recently became the eighth province to onboard the federal government’s COVID-19 exposure notification application. Public health officials believe that if it is widely used across Canada, COVID Alert has the potential to provide an efficient way of tracing the virus. However, the introduction of this tracking technology into the national COVID-19 response presents new privacy issues for Canadians to consider.
In late March, Canada’s Communications Security Establishment warned researchers across the country to secure their COVID-19 data because “sophisticated threat actors” were exploiting the chaos of the pandemic in an effort to steal critical vaccine research. However, there has been little to no discussion beyond the CSE’s repeated warnings as to just what is being done to protect the important work of our local health and science experts.
As global concerns are on the rise, and in light of yesterday’s news of the first presumptive case of Coronavirus in Atlantic Canada, employers in this region should consider how to respond if the Coronavirus presents within the workplace. What is Coronavirus? COVID-19, commonly referred to as Coronavirus, is a virus which may cause symptoms […]
2019 brought several notable cases impacting employment and labour law. We have put together a brief summary of 10 Canadian decisions we believe employers should be aware of as we head into 2020. 1. Ruston v Keddco MFG (2011) Ltd, 2019 ONCA 125 Ontario Court of Appeal provides an important lesson that overly aggressive tactics […]
The termination of a long-term employee without cause can result in a significant liability for an employer. Employers can reduce their liability by having a signed employment contract that limits the amount of notice, or pay in lieu, an employee is entitled to in the event of a termination without cause. However, a signed employment […]
On January 1, 2018, the Province of New Brunswick repealed the Municipalities Act and replaced it with the Local Governance Act.
Contrary to the perception that lawyers thrive in loopholes, when a dispute arises, the concepts of fair and reasonable are consistent. It is on that basis that most parties are able to work through disputes without commencing litigation.
From the employer’s perspective, one of the most beneficial terms in an employment contract is a prescribed notice period in the event of a “without cause” termination.