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Vietnam: Competition Law Fact Sheet
Overview of the main provisions of the Competition Law, and discussion of the enforcement regime and recent enforcement trends.
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Global | Publication | February 2018
After a few politicians at the federal and provincial levels recently stepped down because of sexual misconduct allegations, debates surrounding Bill C-65 were engaged in late January in the House of Commons.
Tabled in November 2017, Bill C-65 aims to amend “the Canada Labour Code (CLC) to strengthen the existing framework for preventing harassment and violence, including sexual harassment and sexual violence, in the workplace.”
Minister of Employment, Workforce Development and Labour Patty Hajdu’s approach is focused on occupational health and safety, with amendments to Part II of the CLC to bring psychological injuries or illnesses in the realm of workplace accidents to be covered by the legislation.
With this in place, Bill C-65 tasks federally regulated employers with taking affirmative action to prevent and protect employees against harassment and violence in the workplace.
Additionally, employers will have to investigate, record and report all accidents resulting from harassment or violence in the workplace. Compliance with future regulations on the subject will also be mandatory.
Division XV.1 of the CLC – contained in Part III “Standard hours, wages, vacations and holidays” – already addresses sexual harassment in the workplace, but it was part of the Liberal agenda to propose a more robust approach on this subject.
In light of recent events, it is safe to assume that Bill C-65 will become effective sooner rather than later. Federally regulated employers should get ready to act accordingly.
Publication
Overview of the main provisions of the Competition Law, and discussion of the enforcement regime and recent enforcement trends.
Publication
Artificial intelligence (AI) raises many intellectual property (IP) issues.
Publication
The European Court of Human Rights (ECtHR or the Court) recently ruled in Verein KlimaSeniorinnen Schweiz & Ors v. Switzerland (Application No. 53600/20) that Switzerland had breached the European Convention of Human Rights (the Convention) by not taking sufficient action against climate change. In particular, it found a breach of the right to respect for private and family life contained in Article 8 of the Convention, based on Switzerland’s failure to mitigate the impact of climate change on the lives, health, well-being and quality of life of its citizens. It also ruled that Switzerland had breached the right to a fair trial in terms of Article 6, in that the domestic courts failed to examine the merits of the applicants’ complaints, including the scientific evidence. In this article we consider the key features of this landmark judgment, which has wide ramifications for Member States of the Convention.
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