Appeal Court underlines employers do not have a free pass to ask questions to potential employees

A prospective police officer who alleged that the Quebec provincial police force withdrew its pre-employment offer because he has Tourette Syndrome was rebuffed by the Quebec Court of Appeal after it found instead that he was not forthright and did not act in good faith during the hiring process.

In a decision in line with prior jurisprudence, the Quebec Appeal Court sheds new guidance that advises employers to exercise caution when drafting questionnaires, particularly medical queries, even in cases when pre-employment offers have been made, according to employment and legal experts. The unanimous per curium ruling acknowledges that it is a difficult balance to achieve between asking overly broad questions that may be deemed to be discriminatory under the Quebec Charter of human rights and freedoms and drafting “too specific” questions that may deprive employers of relevant and necessary information.

“It provides some guidelines to employers,” remarked Finn Makela, a law professor at the Université de Sherbrooke where he teaches labour and employment law. “One, it’s not an open bar. Employers can’t just ask super vague questions. And second, the decision also confirms the jurisprudence that the employer needs to justify in their specific circumstances why questions are related to job functions. So that gives some guidance. But, as the Cour of Appeal says, it’s not always easy.”

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McGill law professors unionized

Almost a year to the day when McGill law professors formally launched proceedings to become recognized as an exclusive bargaining unit for faculty members, the longer than expected legal battle culminated with an unequivocal victory after the Quebec labour board issued granted certification, a first for professors in the university’s 200-year history.

The “slam dunk” decision by the Quebec Administrative Labour Tribunal sets the stage for changes to the labour landscape at McGill, with the new union intending to flex its muscles over a growing inclination towards centralization at the university, safeguard the collegial governance at the faculty level and negotiate a collective agreement that will provide better working conditions and security, according to leaders of the Association of McGill Law Professors (AMPL).

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McGill law professors seeking to unionize

McGill law professors, hoping to gain greater faculty autonomy while seeking the security of a collective bargaining framework and a collective agreement, are attempting to unionize at the faculty level, a first for professors in the university’s 200-year history.

The Association of McGill Professors of Law (AMPL) petitioned the Quebec Administrative Labour Tribunal to be recognized under the Quebec Labour Code in late November 2021 shortly after the university adopted a controversial COVID-19 vaccination policy, a position that proved to be the “bale of hay that broke the camel’s back,” said Evan Fox-Decent, AMPL’s interim president. A supermajority of the 51 McGill law professors have signed membership cards to allow the AMPL to act as their exclusive bargaining agent. The overwhelming majority of Canadian professors are unionized, with less than a handful not represented by a certified bargaining unit.

“The university is becoming more McGill incorporated than McGill University in recent years,” remarked Fox-Decent, Canada Research Chair in Cosmopolitan Law and Justice. “What really drove the point home to us about how precarious our situation is, was when we were told we were going back to teach in fall, of course we were under a new wave of COVID-19 that was starting up. That was as much as anything what put people on edge and made the majority of the faculty think that we just had to sort of take control over our own house.”

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New labour relations legal landscape on the horizon following Appeal Court decision

A new legal landscape governing labour relations may be in the horizon in Quebec following a Court of Appeal decision that found that the provincial Labour Code breached the Canadian and Quebec Charters by prohibiting first-level managers from unionizing.

“It’s a very important decision because it kind of creates a crack in the legislative scheme that we have in Quebec with regards to labour relations,” said Shwan Shaker, a labour and employer senior associate with Borden Ladner Gervais LLP. “It’s kind of opening a breach to allow low level managers to unionize. But it’s important to keep in mind that this is really case-by-case.”

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Mandatory retirement clauses breach Quebec Charter, rules court

Professional services firms that have mandatory retirement policies and provisions that require partners to divest their ownership shares solely on the basis of age are discriminatory and in breach of the Quebec Charter of human rights and freedoms held Quebec Superior Court in a ruling that has the legal community buzzing over its implications.

In a case that pitted a Montreal municipal and labour and employment law firm against its founder, the decision by Quebec Superior Court Justice Stéphane Lacoste is expected to have wider repercussions than the thorny issue of mandatory retirement, according to legal observers. Following the decision in DHC Avocats inc. c. Dufresne, 2022 QCCS 58, typical arrangements made by professional services firms in succession planning such as “unpartnering” or changing the status of their senior partners while still allowing them to work in the firm may be called into question, added legal experts. Continue reading “Mandatory retirement clauses breach Quebec Charter, rules court”

Legislation that forced government lawyers and notaries back-to-work unconstitutional

A Quebec court ruling that declared unconstitutional a special law that forced provincial government lawyers and notaries to put a halt to the longest Canadian strike by public civil servants may give them much-needed ammunition to persuade the Quebec government to introduce binding arbitration, according to legal experts.

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Workplace investigations: Elephant in the room

Kenneth Jull has done them. So has Paul Klasios and Philippe Dufort-Langlois. All are or were at one time in-house counsel who have conducted internal investigations, an unpleasant exercise described by a lawyer as being a bit of a dark art that presents unique challenges. Nearly every general counsel too will sooner or later face the need to conduct an internal investigation into events at an organization. At a time of greater scrutiny by regulators, stakeholders and the general public, organizations of all sizes and across all sectors are dealing with growing calls demanding greater disclosure and transparency.

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Managing workplace sexual harassment

The series of revelations over the past year that sparked a seismic shift in public awareness of sexual misconduct by powerful men has also cast a harsh spotlight on workplace sexual harassment. Emboldened by the groundbreaking #MeToo and #TimesUp movements, growing numbers of women are speaking out — and that’s making organizations skittish, more so because they are under growing pressure to take a zero-tolerance approach to unacceptable comportment in the workplace.

Yet workplace sexual harassment is hardly a new issue. It has been on the legal radar since at least 1989 when the Supreme Court of Canada held in the landmark case of Janzen v. Platy Enterprises that sexual harassment is a form of sex discrimination and violates human rights legislation. Fifteen years later, Quebec became the first jurisdiction in North America to ban non-discriminatory workplace harassment, a move followed by Ontario in 2009, and in the ensuing years other provinces followed suit.

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Gender pay gap exists within in-house counsel

Female general in-house counsel make approximately 78 per cent of the average total compensation that their male counterparts make, according to a study by executive search firm BarkerGilmore.

The study, entitled “2018 In-House Counsel Compensation Report,” also found that gaps in average total pay at managing counsel and senior counsel levels, with women making 90 per cent and 89 per cent respectively of what their male counterparts made. But despite the disparity in total compensation, female in-house counsel in 2018 experienced a base pay increase equivalent to that of male in-house counsel, 3.8 per cent.

Interestingly, Bob Barker, managing partner of BarkerGilmore said there does not appear to be any disparity in job offer compensation between men and women. Rather, the disparity appears to “grow up through an organization,” added Barker.

Other findings by the report, which surveyed 1,700 individuals, include:

• The median annual salary increase rate for all positions across industries dipped to 3.8 per cent, down 0.5 per cent from the previous year, with the life sciences sector experiencing the highest median increase rate of 5.2 per cent from 2016 to 2017.

• 41 per cent of all respondents believe their compensation is below or significantly below that of their peers in other organizations, with labor & employment lawyers and litigators reporting the greatest dissatisfaction. Those in the energy and banking/finance practice areas express the highest levels of satisfaction with over 24 per cent reporting compensation above or significantly above average.

• A staggering 41 per cent of respondents said they would consider a new position within the next year due to compensation issues.

• Not surprisingly, there is a significant disparity in pay for general counsel at publicly traded companies and those at private ones. Public companies also pay consistently more at all three levels of in-house counsel.