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employmentlaw[1] - Employment Law in British Columbia...

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Employment Law in British Columbia Prepared by: The Labour & Employment Group SFU Engineering Science (ENSC) 406 February 12, 2007 3000 Royal Centre P.O. Box 11130 1055 West Georgia Street Vancouver BC Canada V6E 3R3 Phone: 604.687.6575 Fax 604.641.4949 www.bht.com E-Mail: [email protected]
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Table of Contents I. INTRODUCTION ................................................................................................................. 1 II. THE COMMON LAW ........................................................................................................... 1 A. DUTIES OF AN EMPLOYER .............................................................................................. 1 (a) Reasonable Notice ....................................................................................................... 1 (b) Cause ........................................................................................................................... 2 (i) Theft ......................................................................................................................... 2 (ii) Dishonesty ............................................................................................................... 2 (iii) Wilful Disobedience .................................................................................................. 3 (iv) Insolence and insubordination .................................................................................. 4 (v) Conflict of Interest .................................................................................................... 4 (vi) Incompetence .......................................................................................................... 4 (vii) Intoxication ............................................................................................................... 4 (viii) Absenteeism or Lateness ......................................................................................... 4 (c) Bad Faith ...................................................................................................................... 4 B. DUTIES OF AN EMPLOYEE ............................................................................................... 7 (a) Confidential Information and Trade Secrets .................................................................. 7 (b) Competition with Former Employer ............................................................................... 8 C. EMPLOYMENT CONTRACTS ............................................................................................ 9 (a) Confidential and Proprietary Information ....................................................................... 9 (b) Non-Competition Agreements and Restrictive Covenants .......................................... 10 D. EMPLOYMENT STANDARDS ACT IN BRITISH COLUMBIA ........................................... 11 (a) Introduction ................................................................................................................ 11 (b) To Whom Does the Act Apply? ................................................................................... 11 (c) What is the Scope of the Act ? .................................................................................... 11 (d) Minimum Wages ......................................................................................................... 11 (e) Hours Of Work And Overtime ..................................................................................... 11 (f) Vacations ................................................................................................................... 12 (g) Maternity Leave .......................................................................................................... 12 (h) Parental Leave ........................................................................................................... 13 (i) Effect of Maternity and Parental Leaves ..................................................................... 13 (j) Notice Periods And Termination ................................................................................. 14 (k) Effect of Written Employment Contracts ..................................................................... 14 (l) How are Complaints Made Under the Act ? ................................................................. 15 (m) Remedies Under the Act ............................................................................................ 15 (n) Overlap Between the Court and the Act ...................................................................... 17 (o) The Effect of Section 118 of the Act ........................................................................... 17 E. HUMAN RIGHTS CODE ................................................................................................... 18 (a) Discriminatory Publication .......................................................................................... 18 (b) Discrimination in Employment Advertisements ........................................................... 18 (c) Discrimination in Wages ............................................................................................. 18 (d) Discrimination in Employment .................................................................................... 19 (e) The Question of Intention ........................................................................................... 19 (f) What is a Bona Fide Occupational Qualification? ....................................................... 19 F. WORKERS’ COMPENSATION ACT ................................................................................. 20
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I. INTRODUCTION This paper will examine the relationship between a non-union employee and employer in the context of the following regimes: 1. the common law, which include written contracts; 2. the Human Rights Code , R.S.B.C. 1996, c. 210; 3. the Workers’ Compensation Act , R.S.B.C. 1996, c. 492; and 4. in some cases, the Employment Standards Act , R.S.B.C. 1996 c. 113. II. THE COMMON LAW Most employment relationships are not governed by a written employment agreement. Furthermore, in many instances where there are documents between an employee and employer, the document does not include all of the terms of the employment relationship. Where there is no written contract or where the written contract is not complete, the common law will imply terms into the relationship and impose duties onto both the employer and the employee. Under the common law, the duties an employer owes to an employee include: an employer must not dismiss an employee without cause or reasonable notice. in carrying out any dismissal, the employer must not act in bad faith. an employer must not force an employee to take a demotion, without notice or cause. Under the common law, the duties an employee owes to an employer include: to attend at work; to carry out the lawful orders of an employer; to perform his or her duties in a competent manner; to serve his or her employer honestly and faithfully; not to engage in a “conflict of interest”.
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