I attended a presentation yesterday on "Working and Doing Business in Canada: Tax Tips for Immigration Law Practitioners". It was presented by Nupur Rishi - Senior Manager - PwC Law, Global Mobility Services.
Nupar spoke about the personal, payroll and corporate tax considerations that employers must be aware of before sending employees to Canada on work assignments and, as part of this, the misunderstood "183 day" rule.
">Uber posted this statement on its blog today (June 17, 2015) in response to the California Labor Commission's ruling that a driver was an employee, not a contractor, and thus entitled to be reimbursed for driving related expenses:
"Reuters' original headline was not accurate. The California Labor Commission's ruling is non-binding and applies to a single driver. Indeed it is contrary to a previous ruling by the same commission, which concluded in 2012 that the driver 'performed services as an independent contractor, and not as a bona fide employee.' Five other states have also come to the same conclusion. It's important to remember that the number one reason drivers choose to use Uber is because they have complete flexibility and control. The majority of them can and do choose to earn their living from multiple sources, including other ride sharing companies. We have appealed this ruling."
The federal Ministry of Labour issued the following news release on December 8, 2014:
Minister Leitch and United States Labor Secretary Tom Perez hold bilateral talks in Ottawa
Minister Leitch and Secretary Perez discussed paid leave and the advancement of women in the workplace
December 8, 2014- Gatineau, Quebec - Employment and Social Development Canada
The Honourable Dr. K. Kellie Leitch, Minister of Labour and Minister of Status of Women, discussed bilateral labour issues with her American counterpart, the Honorable Tom Perez, United States Secretary of Labor, during his first official visit to Canada.
Secretary Perez expressed an interest in paid leave as a means of boosting labour market participation and wished to learn about Canada's approach to it from Minister Leitch. read more »
Canada's labour relations laws restrict worker choice, discourage investment, job growth, says Fraser Institute
The Frasr Institute issued this news release on August 28, 2014
VANCOUVER-As Labour Day approaches, Canada's biased labour relations laws are failing workers, restricting their choices, and potentially stunting job growth and investment, finds a new study released today by the Fraser Institute, an independent, non-partisan Canadian public policy think-tank.
The study, Labour Relations Laws in Canada and the United States, provides an empirical analysis of labour relations laws in the private sector for the 10 Canadian provinces, the Canadian federal government, and the 50 U.S. states. The study's Index of Labour Relations Laws provides an overall measurement of the extent to which jurisdictions achieve balance in their labour relations laws. read more »
On July 14, 2014 the US Equal Employment Opportunity Commission ("EEOC") released updated guidance on pregnancy discrimination and related issues. Their press release is as follows:
EEOC Issues Updated Enforcement Guidance On Pregnancy Discrimination And Related Issues
Fact Sheet for Small Businesses and Question and Answer Document Also Released read more »
Today, some 225 kms down Interstate-5 from Vancouver, the Seattle (Washington) City Council unanimously approved the adoption of a $15 per hour minimum wage to be phased in over time. This is the full June 2, 2014 news release from the Council:
City Council Approves $15/hour Minimum Wage in Seattle
Historic vote addresses income inequality
SEATTLE - Seattle City Council unanimously approved the adoption of a $15 per hour minimum wage today, making Seattle the first major city in America to take such an action to address income inequality. Beginning April 1, 2015, the legislation will phase-in a $15 per hour minimum wage annually over 3 to 7 years, depending on employer size. read more »
California court: poisoning coworker was outside scope of employment, employer not vicariously liable
Montague et al. v. AMN Healthcare, Inc., No. D063385 (Cal. Ct. App. Feb. 21, 2014).