Employment law in Canada continues to change at a fast pace. Employers are dealing with myriad complex issues and regulatory changes, including in relation to the COVID-19 pandemic, accommodation, ESG issues and the everchanging role of technology in the workplace. Keeping up with these developments can be a challenge.
Join members of the Blakes Employment & Labour group as we discuss recent legislative changes in Canadian employment law, including recent case law and Quebec-specific changes.
An overview of provincial and federal legislative changes to Canadian employment law
Recent case law and practical guidance for employers based on these decisions
The Quebec perspective, including employee privacy and French language laws
April 21, 2022
1 – 2 p.m. (ET)
Mandatory Continuing Education
This program contains 1 hour of Substantive content.
Please note that pursuant to the amendments to the Règlement sur la formation continue obligatoire des avocats (Regulation respecting mandatory continuing education for lawyers – available in French only) of the Barreau du Québec, which came into force on April 1, 2019, the status of “recognized provider” and the mandatory “recognition” of activities have been abolished.
Blakes will continue to provide you with a confirmation of participation for your records. As stipulated in the above-mentioned regulation, members must preserve supporting documents attesting their completion of training activities for a period of seven years beginning on April 30 following the end of the reference period during which such activities were completed.
This program has been accredited for 1 CPD Credit Hour with The Law Society of British Columbia.
Blake, Cassels & Graydon (U.S.) LLP has been certified by the New York State Continuing Legal Education Board as an Accredited Provider of continuing legal education (CLE) in the State of New York. This seminar is appropriate for newly admitted and/or experienced attorneys and has been accredited for 1 hour of CLE credits.
Blakes and Blakes Business Class communications are intended for informational purposes only and do not constitute legal advice or an opinion on any issue. We would be pleased to provide additional details or advice about specific situations if desired.
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