Labour & Employment

Events & Seminars

  • February 25, 2016
    10:30 am - 2:30 pm

Rob Olson will be co-presenting a Farm Safety Workshop for Egg & Pullet producers on behalf of Manitoba Egg Farmers on February 25, 2016, from 10:30 to 2:30 p.m. at the Victoria Inn, 1808 Wellington Avenue.

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  • February 25, 2016
    5:30 pm - 7:30 pm

The VA Angels will be holding an event in the Director’s Lounge at True North Foundation on Thursday, February 25th. The event will be attended by angel investors, as well as start-up and emerging companies looking for capital. About VA Angel Events The average presenter has been in business for at least two years, has a […]

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  • March 3, 2016 - March 4, 2016
    9:30 am - 10:00 pm

Africa’s impressive economic growth has resulted in an accelerating pace of competition for assets among ever more sophisticated and demanding market participants. Success over the long run depends on a sound legal strategy, one that is rooted in a thorough understanding of rapidly changing political, regulatory and competitive dynamics. The 2016 Lex Mundi Emerging Africa Conference in Cape Town, South Africa, will explore these challenges and address the concerns of senior corporate counsel and business decision makers.

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Labour & Employment Overview

Thompson Dorfman Sweatman LLP provides services in connection with all aspects of labour relations and employment law matters. We represent clients in proceedings before the Manitoba Labour Board, the Canada Industrial Relations Board and boards of arbitration under collective agreements. Our lawyers negotiate and draft collective agreements, acting as spokespersons at the bargaining table and advising clients on the interpretation of such agreements. We advise clients on legislation affecting employment relationships, such as employment standards, human rights and workers compensation, policing and military employment law, and act for clients in connection with preparation of employment contracts and employee manuals. We provide advice with respect to termination of employment relationships and appear in court in wrongful dismissal actions. The firm provides specialized expertise in dealing with issues of human rights, sexual harassment, workers compensation, policing and military employment law, disability and absenteeism management, pensions, workplace health and safety and pay equity.

  • Employment Policies
  • Labour Board Proceedings
  • Collective Bargaining
  • Labour Arbitrations
  • Employment Contracts and Employee Handbooks
  • Wrongful Dismissal Litigation
With the largest labour and employment practice group in Manitoba, we provide local, national and international clients with services in all aspects of labour relations and employment law. When you or your company requires labour and employment law advice, contact Robin Kersey or Ken Maclean our labour and employment practice group co-chairs. You can rely on TDS labour and employment law.
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  • Manitoba legislation requiring barrier-free delivery of services in both the public and the private sectors has begun the phase-in process.

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  • A recent Manitoba human rights adjudication decision raises questions that already strike fear in the hearts of many employers: What are our human resources and legal responsibilities when consensual sexual relationships start up in the workplace? What are our responsibilities when the relationships end?

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  • A “pay when paid” clause is one of the more contentious contractual provisions that can be found in a construction contract. As its name suggests, a “pay when paid” clause provides that a subcontractor is not entitled to be paid for its work until the contractor receives payment from the owner of the project. This clause seeks to shift the risk of an owner’s non-payment from contractors to subcontractor. In the absence of such a clause, if an owner fails to pay the contractor for work completed by the subcontractor, the contractor must still pay the subcontractor for the work completed.

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  • Sexual harassment is an uncomfortable topic. It is also a high profile topic. Most business leaders have become aware that the time to get their respectful workplace houses in order is now, and a recent series of human rights adjudication decisions have reinforced the message. Employers, businesses and institutions not only have legal duties to provide an environment free of sexual harassment, but ignoring these duties could cause permanent damage to reputation and the bottom line.

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  • Most employers are aware that human rights legislation prohibits discrimination in employment on the basis of such things as age, race, religion, physical disability and mental disability; however, employers may be less familiar with the fact that human rights legislation prohibits discrimination in employment based on a person’s “family status”.

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  • Considerations for Employers When Contemplating Employee Terminations, How the Hiring Process Might Affect the Termination Process, and How Much Terminations Might Cost.

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  • The Province developed concerns that the Grievor was using his position as a manager for personal gain, alleging he altered receipts, claimed personal expenses as business expenses, deliberately removed detail from certain receipts, falsified the purchasing card logs, approved the falsification of logs by other employees under his direction, and interfered in the investigation of irregularities involving himself and other staff by breaching confidentiality. It was also asserted that he refused to provide any explanation at all for his actions.

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