Williams HR Law LLP

Medical Marijuana and the Workplace: When Employees can Medicate

[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]Two recent cases out of Newfoundland add additional context to the question of whether and when employees may medicate with medicinal marijuana in the workplace.

The Cannabis Act Passes Final Hurdle and Legalization Date Announced

[vc_row][vc_column width=”1/4″][vc_single_image image=”3445″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text] On June 18, 2018 the Senate passed a finalized version of Federal Bill C-45, the Cannabis Act (the “Act”). The Act will become law upon receiving royal assent, which is expected to occur this week. In a press conference on June 20, 2018, Prime Minister Justin Trudeau announced that the […]

WSIB Finalizes Operational Policy on Chronic Mental Stress

[vc_row][vc_column width=”1/4″][vc_single_image image=”2294″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]When the Ontario government passed Bill 127, the Stronger, Healthier Ontario Act (Budget Measures), 2017 (“Bill 127”) in May 2017, it introduced significant amendments to the Workplace Safety and Insurance Act (the “WSIA”),

To Disclose or Not to Disclose: Privilege in Workplace Investigations

[vc_row][vc_column width=”1/4″][vc_single_image image=”1868″ img_size=”large”][/vc_column][vc_column width=”3/4″][vc_column_text]Workplace investigations are key in many areas of human resources law. Employers may conduct workplace investigation because they have a legal obligation to do so, because they have committed to do so in their own workplace policies, because conducting a workplace investigation may help mitigate risk, or for any combination of […]


[vc_row][vc_column width=”1/3″][vc_single_image image=”1846″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text]An Arbitrator recently considered whether an employer’s social media presence could be defined as part of the “workplace” and the attendant employer obligations arising from such a finding in Amalgamated Transit Union, Local 113 v. Toronto Transit Commission (Use of Social Media Grievance). 


[vc_row][vc_column width=”1/3″][vc_single_image image=”1980″ img_size=”full”][/vc_column][vc_column width=”2/3″][vc_column_text] Since 2001, medicinal marijuana has been legal and highly regulated as a controlled substance in Canada. But recent trends point towards a gradual relaxing of these regulations.