Publication
La Cour suprême du Canada tranche : les cadres ne pourront se syndiquer au Québec
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Auteur:
Mondial | Publication | March 2016
The Ontario Human Rights Code has for some time prohibited sexual harassment in employment. Building on these protections, the Government of Ontario has introduced new legislation addressing sexual harassment under the Ontario Occupational Health and Safety Act (OHSA).
Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016 (Act) recently received royal assent, less than five months after being introduced in the Legislative Assembly. The Act reflects the government’s commitment to prevent and address sexualized violence and amends six statutes. This update exclusively addresses key amendments to the OHSA.
First, the Act amends the definition of “workplace harassment” in the OHSA to explicitly include “workplace sexual harassment.” Workplace sexual harassment is defined as follows:
Second, the Act imposes obligations on employers to have updated workplace harassment policies, procedures and training in place by September 6, 2016. While employers currently have an obligation under the OHSA to establish workplace harassment programs, the Act expands this obligation by specifying that programs must:
Third, the Act imposes an obligation on employers to update their workplace harassment programs annually and to investigate incidents and complaints of harassment.
Finally, the Act broadens the authority of Ministry of Labour inspectors investigating complaints of workplace harassment, including workplace sexual harassment, by granting them the authority to order an impartial investigation at the employer’s expense.
These amendments to the OHSA are an important step in executing the government’s Action Plan to Stop Sexual Violence and Harassment as they recognize that workplace sexual harassment is not only a human rights issue, but also a workplace safety issue.
Publication
Le 19 avril dernier, la Cour suprême du Canada a rendu une décision fort attendue en matière de syndicalisation des cadres.
Publication
Le budget 2024 propose d’élargir la portée de certains pouvoirs permettant à l’ARC de demander des renseignements aux contribuables tout en prévoyant de nouvelles conséquences pour les contribuables contrevenants.
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L'impôt minimum de remplacement (IMR) est un impôt sur le revenu additionnel prévu dans la Loi de l’impôt sur le revenu (Canada) (la « Loi ») auquel sont assujettis les particuliers et certaines fiducies qui pourraient autrement avoir recours à certaines déductions et exemptions et à certains crédits pour réduire leur impôt sur le revenu fédéral canadien régulier.
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