Employers obligations are set out clearly. What's important is what they "know or reasonably ought to know".
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Articles on workplace law
Displaying 1 - 20 of 29 articles
An employment law expert explains why you shouldn't use an age-related insult at work to demean an older colleague – an issue even the Supreme Court is now talking about.
A landmark ruling that ordered the Seven Network pay a reality TV star compensation could have far-reaching implications for other productions and workplaces.
There's no First Amendment in the workplace, which leaves worker activists at the whim of their employers.
Two-thirds of surveyed workers work from home one day a week on average, but could do at least half their work out of the workplace. If they commuted less often, congestion could be greatly reduced.
Biometric data is forever. Any employer seeking to collect it has big obligations to meet. And employees have the right to object.
In most states, employers aren't required to accommodate the unique needs of pregnant women except in limited circumstances.
Workers are increasingly not keeping their employers' secrets secret, as evidenced by the mass whistleblower event that is the #MeToo movement.
Three-quarters of teenagers in our survey experienced exploitation, bullying, harassment or some other form of abuse in their first job.
As an employer, how will the Québec government's duty to reasonably accommodate the needs of its employees conflict with its plan to ban religious symbols among some civil servants?
Ontario's Conservative government, despite its "for the people" slogan, is repealing basic protections for the province's most vulnerable workers.
#MeToo drew attention to sexual harassment in the workplace. But we are still overlooking other forms of discrimination and the insidious impact of sexual harassment on women's identities.
The way victimisation cases are interpreted by the courts often leaves employees defenceless and gives employers excessive managerial powers.
Banning relationships is likely to be ineffective and may result in disengagement, secrecy and resentment by employees of the encroachment of employment policies into genuinely private matters.
Secret payments in exchange for silence regarding work-related sexual abuse are usually tax-deductible. How about changing that?
What can be done to prevent employers from rejecting individuals based on concern about future illnesses? Currently, nothing.
Videos and other material from the '80s and '90s remind us that harassment isn't about sex so much as discrimination, inequality and power.
With Neil Gorsuch's appointment to the high court, conservatives regain their 5-4 majority, which will likely benefit employers over workers.
The escalating indifference with which Uber allegedly reacted to a software engineer's harassment claims is the norm in the corporate world, where enforcing civil rights laws is seen as a tax on profits.
Gig workers need to be aware of their contract terms and band together in order to maintain their working rights and pay.
Top contributors
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Associate Professor, School of Law, University of Oregon
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Senior Lecturer in Law, University of Melbourne
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Professor of Law, University of Technology Sydney
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Senior Lecturer, Graduate School of Business and Law, RMIT University
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Professor of Employment Relations, Centre for Work, Organisation and Wellbeing, Griffith University
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Associate Professor, Faculty of Law, University of Technology Sydney
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Professor of Workplace Law, RMIT University
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Professor in Human Resource Management and Employee Relations, Swinburne University of Technology
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Professor of Work and Organisation, Queensland University of Technology
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PhD Candidate and Research Fellow, Centre for Employment and Labour Relations Law, University of Melbourne
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Professor and Director, Franchising Centre, Griffith University
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Professor of Law, Wayne State University
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PhD in workplace cyberbullying & organisational culture, Queensland University of Technology
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Adjunct Professor in Faculty of Education QUT, Queensland University of Technology
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Venable Professor of Law, University of Baltimore
