Employee

An injured worker terminated for good cause is not entitled to temporary disability indemnity if medically-appropriate modified work would have been ...

The applicant did not suggest that his modified work was a new or permanent position, the judge added. The termination of the applicant’s employment was for cause, the panel decided. The failure to submit to a required drug test was considered a failed drug test, which was grounds for termination of employment. The applicant filed a petition for reconsideration. He did not appear for the drug testing, did not show up for work, and did not contact his employer. The defendant terminated the applicant for cause on Jan.

PRNewswire/ -- ClassPass the leading fitness and wellness membership, today announced a partnership with Breethe, the global meditation and mental wellness.

The ClassPass Corporate Wellness Program empowers employees to define how they take care of themselves with flexible fitness and wellness benefits provided by the world's largest network of top-rated gyms, fitness studios, salons and spas. With tens of thousands of fitness studios, gyms, and spas in the ClassPass network, members can use ClassPass to choose from a broad range of options including workout classes such as strength training, yoga, Pilates, and boxing and spa treatments such as massage, acupuncture, manicures and more. Founded in 2013 and acquired by leading wellness technology platform, Mindbody, in 2021, ClassPass connects members to millions of classes and experiences in 30 countries around the globe while working directly with businesses to merchandise their excess inventory, find new customers and generate new streams of revenue. ClassPass is revolutionizing the fitness and wellness industry by bringing together the world's best classes and experiences into one app. With professionals placing higher emphasis on improving their overall wellness, the ClassPass Corporate Wellness Program is committed to offering professionals flexibility and the ability to choose just how they would like to experience wellness. This partnership gives employers offering ClassPass as their employee fitness and wellness benefit an additional way to support the well-being of their team members by providing one-year of access to Breethe's mindfulness, sleep and self-care tools.

Each also provides for different entitlements upon termination: independent contractor relationships can generally be terminated with little to no notice, ...

The Alberta Court of Appeal overturned the trial judge’s finding that Mr. Think critically about the nature of the relationship. Courts are generally reluctant to override those intentions in the absence of evidence to the contrary. Although they will not be determinative, agreements can go a long way to show what the parties’ intentions were. Such proactive steps are also generally part of good corporate governance, as we are seeing an increasing emphasis on proper characterization of workers by prospective purchasers in corporate transactions. The relationship was governed by a management services agreement (MSA). Mr. Organizations commonly face the question of whether a relationship with a worker should be characterized as a contractor or employment relationship. He began as a volunteer and progressed into the role of chief executive officer in 2012. Thomas Gerling was involved with the Camrose Regional Exhibition & Agricultural Society (Society) for approximately 25 years. They most often arise when former contractors seek to be treated as employees after the work relationship has ended. However, that begs the question: What can organizations do to protect themselves from these risks if they mostly come up after the relationship has ended?

New Oyster Report Reveals Black Employees Disproportionately Affected by Costs, Health Concerns, Economic Downturn. Uncovers Half of Workers Now Prioritize ...

Being honest, avoiding getting too comfortable, and remembering that words can't be unsaid are key to nurturing good founder-employee relationships.

An employee of the defendant employer had installed an unauthorised version of a commercial software onto a laptop which he found at his workplace. The Court ...

Employers may wish to consider assessing their current policies and procedures to ensure that they are adequate for risk management purposes, and to evaluate whether further training is necessary for the implementation of the policies. It is important to note that the existence of such a policy may not be sufficient; the policy must also be adequately implemented. In these cases, it may be difficult, if not impossible, for the copyright owners to detect instances of infringement and to trace these instances to the wrongdoers. As demonstrated, employers may be found liable for the infringing acts of their employees, even if such acts were not authorised by or even known to the employer. - The circumstances in which Mr Win was allowed to operate in the course of his work afforded him the opportunity to commit the infringing acts. The Court noted that copyright infringement constitutes a statutory tort and should not be excluded from the applicability of the doctrine of vicarious liability. The Court noted the Defendant's weak anti-software piracy policy, its poor communication of this policy to Mr Win, its recklessness in managing the Laptop, and the free access to premises granted to Mr Win. Here, the Court first considered whether the doctrine of vicarious liability in tort extends to cases involving copyright infringement. In this case, the Court found that the Defendant neither did nor authorised the infringing acts. The Court awarded damages of S$30,574 to the Plaintiff. The Court thus had to determine whether the Defendant was liable for the infringement, whether primarily or vicariously. The Court ultimately found the employer to be vicariously liable for the employee's actions.