By signing below, Icertify that I participated in the activity described above and am entitled
|
|
- Claud Clarence Hood
- 6 years ago
- Views:
Transcription
1 # Employment Law Alliance Helping Employers Worldwide AUDIO CONFERENCE ON LATEST DEVELOPMENTS IN HUMAN RIGHTS IN CANADA: A COAST-TO-COAST OVERVIEW November 10, 2011 CERTIFICATE OF ATTENDANCE The undersigned certifies that attended the Latest Developments in Human Rights in Canada: A Coast-to-Coast Overview Audio Conference sponsored by the Employment Law Alliance. The program consisted of 90 instructional minutes. The program contained no credit continuing legal education for legal ethics, elimination of bias in the legal profession or prevention, detection and treatment of substance abuse. Susan Frederick To be completed by Attorney after participation in the above-named activity. By signing below, Icertify that I participated in the activity described above and am entitled to claim the following CLE credit hours: Total Hours rleadqu \ K I in S: 727 Sansome Street, San Francisco, California 94 III TEL: [415] I Fax: [415] Wl
2 Latest Developments in Human Rights in Canada Thursday, November 10, 2011
3 Presenters Moderator Stephen J. Hirschfeld, CEO, Employment Law Alliance; Partner, Curiale, Hirschfeld, Kraemer LLP, San Francisco, CA 2
4 Speakers Nancy F. Barteaux, Partner. Ritch Durnford Lawyers, Halifax, Nova Scotia Michel Gélinas, Partner, Lavery, de Billy, S.E.N.C.R.L./L.L.P., Montreal, Quebec 3
5 Speakers Teresa F. Haykowsky, Partner, McLennan Ross, Edmonton, Alberta Gregory J. Heywood, Partner, Roper Greyell LLP, Vancouver, British Columbia 4
6 Speakers Erin Kuzz, Partner, Sherrard Kuzz LLP, Toronto, Ontario Grant Mitchell, Partner, Taylor McCaffrey LLP,Winnipeg, Manitoba 5
7 Application/Complaint Process Gatekeeper jurisdictions: All jurisdictions other than B.C. and Ontario Body in place (frequently called Commission ) to act as gatekeeper Performs investigative function Determines whether complaint proceeds to hearing 6
8 Application/Complaint Process Gatekeeper jurisdictions (cont d): Vast majority of complaints either settled, or commission declines to refer to hearing Only after complaint passes gatekeeping, does it process to hearing process 7
9 Application/Complaint Process Direct access jurisdictions: In Ontario and B.C. there is no formal gatekeeper function; Applicants have direct access to Tribunal for a hearing Access to a hearing effectively guaranteed o Format of hearing defined broadly, including hearing in writing 8
10 Application/Complaint Process Direct access jurisdictions (cont d): Ability to seek dismissal without hearing on merits Reasons may include outside Tribunal jurisdiction (i.e., federal employer), timeliness, subject matter already appropriately dealt with, doesn t disclose Code violation 9
11 Impact of Process Process faster in direct access jurisdictions Matters in hearing within months, not years Employers required to provide more complete Responses earlier in process (including witness statements in Ontario) 10
12 Application/Complaint Process More complaints proceed to hearing Limited ability to seek dismissal without hearing Failing settlement, complaints proceed to hearing as of right 11
13 Application/Complaint Process Employers in direct access jurisdictions need to be more strategic in planning terminations Cannot assume any complaint, if filed, will be years in process 12
14 The Test Duty to Accommodate Employee establishes a prima facie case of discrimination based on disability Onus shifts to Employer to show that the discriminatory practice is a bona fide occupational requirement or qualification. The Employer must meet a 3-part test (Supreme Court of Canada s Meiorin decision in 1999): 13
15 Duty to Accommodate 1. Show that the standard was adopted for a purpose which is rationally connected to the performance of the job; 2. Establish that the standard was based upon an honest and good faith belief that it was necessary for a legitimate work-related purpose; and 3. Establish that the standard was necessary to accomplish a legitimate work-related purpose. Must demonstrate that employees with these characteristics cannot be accommodated without imposing undue hardship on the employer. 14
16 Duty to Accommodate The Test (cont d) Employer must individually assess the employee and the appropriate accommodation (flexibility and creativity help). Employer has to obtain all relevant information about the employee s disability. 15
17 Duty to Accommodate Recent Supreme Court of Canada cases. McGill University Health Centre (Montreal General Hospital) v. Syndicat des employes de l Hopital general de Montreal, 2007 SCC 4: an automatic termination provision in a collective agreement is an indication of what the parties think is a reasonable amount of time to accommodate an employee. 16
18 Duty to Accommodate Hydro-Québec v. Syndicat des employées de techniques professionnelles et de bureau d Hydro-Québec, section locale 2000 (SCFP-FTQ), 2008 SCC 43: after many years of accommodation, termination was appropriate where there was no indication that the employee would ever return to work on a consistent basis. Employer does not have a duty to change working conditions in a fundamental way. Its duty to accommodate ends when the employee is no longer able to fulfill the basic obligations of employment. 17
19 Duty to Accommodate Notable developments in the past year Duty to accommodate is triggered not just when an employee asks for accommodation, but where the employee appears to require accommodation, especially in cases of mental disability. The test is whether an employer knew or ought to have known that an employee required accommodation. (Frederick Semeniuk v Weston Bakeries Ltd (2010), CHRR Doc (Sask HRT)) 18
20 Duty to Accommodate Notable developments in the past year (cont d) Employees can t insist on a particular form of accommodation and no other (PO v. Canada Revenue Agency, 2010 PSLRB 40 and JR v Saskatchewan (Environment) (2010), CHRR Doc (Sask HRT) 19
21 Duty to Accommodate Notable developments in the past year (cont d) Duty to accommodate applies to hiring processes, too. In Ontario, effective July 1, 2011, under a new regulation called the Integrated Accessibility Standard under the Accessibility for Ontarians with Disabilities Act, employers are required to make employees and potential employees aware of the possibility of accommodation during the recruitment process and thereafter. 20
22 Duty to Accommodate Does it matter that the injury occurred at work? Employers have a duty to accommodate under workers compensation legislation in Ontario, Nova Scotia, PEI and Newfoundland, and Labrador. o Employers are required (whenever possible) to return a worker to his/her preinjury employment. 21
23 Duty to Accommodate Does it matter that the injury occurred at work (cont d)? o The employer s re-employment obligation exists for 2 years after an employee s return to work. o When an employee is terminated within 6 months of re-employment, there is a rebuttable presumption that the employer terminated because of the workplace injury. 22
24 Duty to Accommodate Workplace stress does an employer have to accommodate? Stress is not a disability, unless the employee provides medical evidence of a specific diagnosis and that s/he is unable to carry out daily functions. o Vandale v Town of Golden, 2009 BCHRT 219 o Skytrain BC Rapid Transit v CUPE Local 7000 (Olsen Grievance), 2009 BCCAAA No 85 23
25 Duty to Accommodate Workplace stress (cont d) o Wall v the Lippe Group (cob Hubert Lippe Enterprises Ltd), [2008] OHRT No 47 o Halliday v. Michelin North America (Canada) Ltd., 2006 NSHRC 5 24
26 Duty to Accommodate Workplace stress (cont d) Under workers compensation legislation, workplace injuries related to stress are limited to traumatic events. BUT this limitation was found to violate the no discrimination provision (s. 15) of the Canadian Charter of Rights and Freedoms and human rights legislation in B.C. o Plesner v. British Columbia Hydro and Power Authority, 2009 BCCA 188 o The same issue is being considered in Ontario (Decision No. 480/11, 2011 ONWSIAT 1032) 25
27 Accommodation Privacy of medical information legal backdrop for Quebec The Charter of Human Rights and Freedoms o 5. Every person has a right to the respect of his private life. The Civil Code of Quebec o 35. Every person has a right to the respect of his reputation and privacy. No one may invade the privacy of a person without the consent of the person unless authorized by law. 26
28 Cont d Accommodation The Act respecting the Protection of Personal Information in the Private Sector o Privacy legislation - one of the first of its kind in Canada; o Establishes specific rules for the protection of personal information, notably in respect of collection, use and communication to third persons; o Applies to all private legal entities carrying on a business in Quebec; 27
29 Cont d Accommodation o Basic rule: consent is required for collection, use or communication of personal information 14. Consent to the collection, communication or use of personal information must be manifest, free, and enlightened, and must be given for specific purposes. Such consent is valid only for the length of time needed to achieve the purposes for which it was requested. Consent given otherwise than in accordance with the first paragraph is without effect. 28
30 Accommodation Employee privacy rights must be balanced with employer obligations The Charter of Human Rights and Freedoms o 46. Every person who works has a right, in accordance with the law, to fair and reasonable conditions of employment which have proper regard for his health, safety and physical wellbeing. 29
31 Cont d Accommodation The Civil Code of Quebec o The employer is bound not only to allow the performance of the work agreed upon and to pay the remuneration fixed, but also to take any measures consistent with the nature of the work to protect the health, safety and dignity of the employee. The Act respecting Occupational Health and Safety o 51. Every employer must take the necessary measures to protect the health and ensure the safety and physical well-being of his worker. ( ) 30
32 Cont d Accommodation The Labour Standards Act o Every employee has a right to a work environment free from psychological harassment. o Employers must take reasonable action to prevent psychological harassment and, whenever they become aware of such behaviour, to put a stop to it. 31
33 Cont d Accommodation The Act respecting the Protection of Personal Information in the Private Sector provides for exceptions: o 20. In the carrying on of an enterprise, authorized employees, mandataries or agents or any party to a contract for work or services may have access to personal information without the consent of the person concerned only if the information is needed for the performance of their duties or the carrying out of their mandates or contracts. 32
34 Accommodation Employers in Quebec are entitled to request and obtain medical information, which employees are compelled to give in the context of the accommodation process. Part of management rights; not construed as a violation of employee privacy rights, unless clearly abusive; Medical certificates should be complete and include a diagnosis and prognosis; 33
35 Accommodation Employees may be required to instruct a treating physician to provide the employer with any additional information concerning the employee s health condition Employees may be required to undergo an independent medical examination, without consent, to provide the employer with sufficient information to: validate reason for and length of absence from work appreciate temporary or permanent physical or psychological limitations upon returning to work 34
36 Accommodation Refusal to collaborate in this respect is insubordination and could lead to imposition of discipline Employees may also be required to undergo an independent medical examination, without consent, after a work-related accident has occurred 35
37 Accommodation Medical personnel of the employer (e.g., health or nursing service, human resources managers and relevant management as the case may be) may access this information without the employee s consent if it is needed in the performance of their duties These duties may include accommodating the employee further; assessing the need to modify workspace, work tasks, etc., for which complete medical information is required 36
38 Discrimination Based on Ethnic and National Origin Anticipated upcoming human rights issues in Quebec Complaints of discrimination based on ethnic or national origin due to application in Canada of foreign standards, notably U.S. national security regulations (i.e. U.S. Department of Justice, Department of Homeland Security, Department of Transportation or Defense rules that workers of specifically identified national origins not be employed or assigned to work on specific projects by Canadian employers). 37
39 Discrimination Based on Ethnic and National Origin Anticipated upcoming human rights issues in Quebec (cont d) Under these types of regulations, dual and third country national employees of a foreign person are restricted in employment when the product being manufactured is defence-related and destined to export to the U.S. Failure to comply could lead to serious business consequences to the employer. There is currently no case law dealing with such a specific complaint of discrimination in the context of employment in Quebec 38
40 Discrimination Based on Ethnic and National Origin Anticipated upcoming human rights issues in Quebec (cont d) But...the recent decision of the Human Rights Tribunal in the Human Rights Commission v. Bombardier inc., [2011] R.J.Q. 225 decision, is a strong indication of how these may be considered. This particular decision was not based on an employment agreement, but on the refusal to make a juridical act concerning services ordinarily offered to the public for discriminatory reasons. 39
41 Discrimination Based on Ethnic and National Origin Factual Background Canadian pilot of Pakistani origin was refused flight training on Challenger 604 planes by the Bombardier Aerospace Training Centre (BATC) in Quebec Pilot did not clear safety check of the United States Federal Aviation Administration to obtain U.S. flight licence, as required by the Alien Flight Students Program administered by the U.S. Department of Homeland Security 40
42 Discrimination Based on Ethnic and National Origin Factual Background (cont d) Pilot applied for same training under a Canadian flight licence instead This licensing process is not subject to the same type of national security regulations in Canada BATC still denied training under Canadian flight licence on the basis that pilot was refused a U.S. licence because he was likely a potential terrorist, thus also a threat to Canadian national security and aviation security in general 41
43 Discrimination Based on Ethnic and National Origin Factual Background (cont d) BATC argued its decision to discriminate was justified, rational, and reasonable because of Canadian national security concerns, and because BATC is required to comply with U.S. regulations failing which its American training certificate could be revoked, causing economic and social harm to its employees 42
44 Discrimination Based on Ethnic and National Origin Decision of Human Rights Tribunal BATC s decision to deny training was a violation of the Charter of Human Rights and Freedoms and constituted discrimination based on national or ethnic origin This decision is not rational or reasonable, as the application of U.S. standards where Canadian standards are inexistent cannot be justified. BATC took national security matters into its own hands, and it was not its place to do so 43
45 Discrimination Based on Ethnic and National Origin Decision of Human Rights Tribunal (cont d) BATC s position that the revocation of its U.S. training certificate would cause economic and social harm to its employees is also unsustainable in this case. Maintaining employment and the economic viability of a business can be considered in analyzing what is a rational objective or justification for a measure; in this case, American laws on U.S. national security find no application in Canada, and a Canadian flight licence was at issue 44
46 Discrimination Based on Ethnic and National Origin Decision of Human Rights Tribunal (cont d) The Complainant was notably awarded $25, 000 in moral damages, $50, 000 in punitive damages, and BATC was ordered not to consider U.S. security standards in dealing with training requests under Canadian licences Undeniably, this decision can have a serious impact on employers in Quebec in the future, and will raise legal issues concerning pre-employment background checks 45
47 Mandatory Retirement Until recently, most provinces in Canada defined "age discrimination" as limited to between the ages of 18 and 65. This allowed employers (and unions) to compel employees to retire at 65. Manitoba was an exception and never permitted this. 46
48 Mandatory Retirement Other provinces have now joined Manitoba in prohibiting mandatory retirement, other than in exceptional circumstances. Even where mandatory retirement is not generally allowed, employers can still force an employee out of his/her position if factors related to age give the employer bona fide and reasonable cause to end employment or at least that particular role 47
49 Mandatory Retirement Example: Espey, a firefighter (District Chief) in London, ON, who did not want to retire at age 60, lost his human rights complaint due to the increased cardiac risk associated with age. Collective agreement required retirement at age 60 Human rights trumps collective agreements Espey complained against both the employer and the union He claimed that his cardiac condition was excellent 48
50 Mandatory Retirement The adjudicator ruled that the probabilities should be determined by overall research, rather than the individual condition of the complainant There was still no individual testing method that would allow a better risk assessment of on-the-job events for firefighters more accurately than age, given occupational-related risks Mandatory retirement was therefore necessary to accomplish the employer's health and safety purpose; to modify would cause undue hardship 49
51 Mandatory Retirement Example: case presently going to adjudication in Manitoba regarding firefighter mandatory retirement Platoon Chief forced to retire at age 65 Commission claims he is not as involved in fire suppression as a District Chief in London No provision in collective agreement mandating retirement Both employer and union are respondents 50
52 Mandatory Retirement Cont d Commission says forced retirement would be wrong at any age Commission wants individual health assessment to support complaint Employer and union have offered alternate roles as accommodation, as long as fire suppression is not part complainant rejects 51
53 Mandatory Retirement Example: Recent cases at Air Canada for pilots regarding forced retirement at age 60 Safety risk, cost, and business efficiency were the key considerations on undue hardship in all cases Decisions have gone both ways, but latest decision in July 2011 supported forced retirement 52
54 Cont d Mandatory Retirement Air Canada subject to international rule making it mandatory for pilots age to fly with another pilot under age 60 safety rationale Air Canada argued it could not schedule in accordance with this international safety rule unless it maintained mandatory retirement at 60 Would otherwise incur significantly increased operational costs, inefficiency in scheduling, negative ramifications to pension plan Adjudicator (in 2011) agreed it would be an undue hardship to incur these negative consequences 53
55 Mandatory Retirement Legislatures trying to address some of these issues New amendments to Ontario's Fire Protection and Prevention Act came into force June 1, 2011 Allows mandatory retirement at age 60 for Ontario's salaried firefighters who respond to emergency calls Municipalities have two years to negotiate a retirement provision at age 60 or collective agreement will be deemed to include a provision requiring retirement at age 60 54
56 The beginning Family Status Campbell River & North Island Transition Society v. Health Sciences Assn. of British Columbia (Howard Grievance) 2002 o I have found that the words "family status" refers to the status of being a parent per se, and not to the innumerable (and yet important) circumstances that arise for all families in regard to their daycare needs (emphasis added) 55
57 Family Status The beginning (cont d) o In other words, the Arbitrator rejected the view that there is a prima facie discrimination on the basis of family status whenever there is a conflict between a family obligation and a work requirement 56
58 Family Status The Appeal (British Columbia Court of Appeal) a prima facie case of discrimination is made out when a change in a term or condition of employment imposed by an employer results in a serious interference with a substantial parental or other family duty or obligation of the employee. I think that in the vast majority of situations in which there is a conflict between a work requirement and a family obligation it would be difficult to make out a prima facie case 57
59 Family Status Johnstone v. Canada (Attorney General), 2007 FC 36, aff d [2008] FCA 101; [2010] CHRT 20 The Court rejects the suggestion set out in Campbell River that prima facie discrimination will arise only where the employer changes the conditions of employment and states that such a proposition is wrong in law Observes that, while family status can raise unique problems in law, no obvious justification for relegating this type of discrimination to a secondary or less compelling status 58
60 Ontario Family Status Alliance Employees Union, Unit 15 v. Customs and Immigration Union (Loranger Grievance) (2011) The Arbitrator accepts that interference with parental obligations can constitute discrimination on the basis of family status if a prima facie case of discrimination is made out There must be a serious interference with a substantial parental obligation. 59
61 Family Status Ontario Examination of the prima facie test (Loranger continued) The Arbitrator rejected the Union s position that simply because it would cause no undue hardship to the employer, it had a duty to grant the grievor s request: o [57] In my view, that analysis places the cart before the horse and, as was noted in Johnstone, conflates the BFOR test with whether there is a prima facie case of discrimination. Absent a substantial interference with his parental or marital obligations, no duty arose, whether it be easy, difficult or undue hardship 60
62 Family Status Implications? 61
63 Please Complete Our Survey Please take a few minutes to complete the survey that should appear on your computer screen immediately after you disconnect from the webinar. To listen to this webinar again or to any past ELA webinars, please register on our website at: The ELA is not able to give CLE/HRCI/SHRM credit for its webinars; however, a Certificate of Attendance and supporting materials are now posted on the ELA website (click this webinar s title and scroll down to the link). Attendees seeking HRCI or SHRM credit should submit the materials directly to HRCI at or to SHRM at 62
Navigating an Aging Workforce
Navigating an Aging Workforce www.e2rsolutions.com Agenda 1. Facts and Figures: Canada s Aging Workforce 2. Traits and Benefits of Mature Workers 3. The Elimination of Mandatory Retirement and Bona Fide
More informationWorkplace Leave Law Series: Strategies to Navigate the Changing Landscape in Canada. Thursday, October 26, 2017
Workplace Leave Law Series: Strategies to Navigate the Changing Landscape in Canada Thursday, October 26, 2017 Audio Questions and Tech Support Amy Bradbury Barteaux Durnford Atlantic Canada amy.bradbury@barteauxdurnford.com
More informationINDEX. October 2014 IN-1
INDEX absence duty to accommodate, 4:5400 union employees, of. See union employees accommodate, duty to adverse effect discrimination and, 4:5300 AIDS, re. See AIDS disability alcohol addiction, 3:9000
More informationWorkers Compensation Board of Nova Scotia
Workers Compensation Board of Nova Scotia Issues Clarification Paper: Employer Access to Injured Worker Claim File Information March 23, 2007 TABLE OF CONTENTS INTRODUCTION... 3 1. BACKGROUND... 4 2. THE
More informationHuman Rights Issues in a Changing Workforce
Human Rights Issues in a Changing Workforce RG Workplace Law Summit September 2017 Sandra Guarascio 604.806.3822 sguarascio@ropergreyell.com Delayne Sartison Q.C. 604.806.3851 dsartison@ropergreyell.com
More informationWORKPLACE NEWS COAST TO COAST
Employers Advisor WORKPLACE NEWS COAST TO COAST September 2018 INSIDE: 1. Exception Permitting Termination of Employee Benefits at Age 65 Found Unconstitutional 2. British Columbia s Workplace Laws: More
More informationTHE NOVA SCOTIA HUMAN RIGHTS COMMISSION BOARD OF INQUIRY
CASE NUMBER: S04 0022 2009-NSHRC-1 THE NOVA SCOTIA HUMAN RIGHTS COMMISSION BOARD OF INQUIRY IN THE MATTER OF: The Human Rights Act, R.S.N.S., 1989, c.214 As Amended by S.N.S. 1991, c.12 BETWEEN: William
More informationReference Guide: The Elimination of Mandatory Retirement
2007-05 December 10, 2007 By E-mail: 28 Pages Reference Guide: The Elimination of Mandatory Retirement On January 1, 2008, the amendments to the Human Rights Code (Code) will come into effect, and mandatory
More informationHealth Sciences Assn. of British Columbia v. Campbell River and North Island Transition Society
Health Sciences Assn. of British Columbia v. Campbell River and North Island Transition Society British Columbia Court of Appeal Low, Levine and Smith JJ.A. May 10, 2004 Ritu N. Mahil and M. Jeanne Meyers,
More informationONTARIO TRIAL LAWYERS ASSOCIATION (OTLA) OTLA s Submission to the Review of FSCO s Dispute Resolution Services
ONTARIO TRIAL LAWYERS ASSOCIATION (OTLA) OTLA s Submission to the Review of FSCO s Dispute Resolution Services 9/20/2013 The Ontario Trial Lawyers Association (OTLA) was formed in 1991 by lawyers acting
More informationHRPA Ottawa Law Conference Age in the Workplace. Dan G. Palayew, Partner Heenan Blaikie LLP June 21, 2013
HRPA Ottawa Law Conference Age in the Workplace Dan G. Palayew, Partner Heenan Blaikie LLP June 21, 2013 2 3 4 Boomers, Xs and Ys Oh My! Baby Boomers AKA: Boomers, Me Generation 1946 to 1964 Generation
More informationAll decisions cited in a court decision or reported tribunal decision (from 2000 forward)
12/2018 LawSource includes all tribunal decisions published in print reporters from 1997 forward, and the full text of all decisions reported in Labour Arbitration Cases since 1948. LawSource also includes
More informationDISCUSSION PAPER EXECUTIVE SUMMARY
DISCUSSION PAPER EXECUTIVE SUMMARY 1. TITLE Compensation of Principals Shareholder Dividends 2. ISSUE Current compensation policy provides that dividends paid to principals of limited companies as remuneration
More informationCompensability of Psychological Injury WCB Program Policy Consultation
Compensability of Psychological Injury WCB Program Policy Consultation Objectives Today Objectives WCB Policy Consultation The Current Framework for Adjudicating Stress Proposed Policy: Psychological Injuries
More informationGovernance of WorkSafeNB
Legislative Review of Workers Compensation Governance of WorkSafeNB Discussion Paper May 2015 Discussion Paper May 2015 Published by: Province of New Brunswick P.O. Box 6000 Fredericton NB E3B 5H1 CANADA
More information2011 National Administrative Law, Labour and Employment Conference November 25, 2011 Eric Durnford, Q.C. Hanaa Al Sharief
The Year in Review in Labour & Employment Law 2011 National Administrative Law, Labour and Employment Conference November 25, 2011 Eric Durnford, Q.C. Hanaa Al Sharief Introduction All politics is local.
More informationLitigation Claims related to the Aging Workforce
Litigation Claims related to the Aging Workforce Karen Sargeant, Partner Marc Rodrigue, Associate Eowynne Noble, Associate May 17, 2016 Litigation Claims related to the Aging Workforce Introduction The
More information10,000 LEAVES OF ABSENCE
CCH CAADIA LIMITED T PAGER Username: zulika Date: 29-MAR-06 Time: 8:47 Seq: 1 Free lead: 185D ext lead: 0D Comment: Chapter 10 10,000 LEAVES OF ABSECE Paragraph Paragraph Introduction... 10,005 Federal...
More informationemployment law in Canada: provincially regulated employers British Columbia
employment law in Canada: provincially regulated employers British Columbia employment law in Canada introduction The following provides a summary of aspects of Canadian law that may interest investors
More informationScotiabank Ombudsman. Annual Report. The Year in Review. Click here
Annual Report Scotiabank Ombudsman The Year in Review The Canadian economy, like the global economy, continued to expand at a moderate rate in for the second year in a row. At Scotiabank s Office of the
More informationAccommodation at Work FREQUENTLY ASKED QUESTIONS. Employers. Frequently asked questions Employers 1
Accommodation at Work FREQUENTLY ASKED QUESTIONS Employers Frequently asked questions Employers 1 The standards New Brunswick employers must meet to ensure their workers continued employment after a permitted
More informationChanges In The Law To Encourage Diversity In The Workplace
Changes In The Law To Encourage Diversity In The Workplace Presented by: Arlene O Neill, Partner May 17, 2018 Recent and Proposed Changes Ontario and Federal Ontario 2016: Bill 132 Sexual Violence and
More informationMULTILATERAL INSTRUMENT
Chapter 5 Rules and Policies 5.1.1 Multilateral Instrument 33-109, Registration Information MULTILATERAL INSTRUMENT 33-109 REGISTRATION INFORMATION TABLE OF CONTENTS PART TITLE PART 1 DEFINITIONS 1.1 Definitions
More informationSUBSCRIPTION AMENDING AGREEMENT 1
SUBSCRIPTION AMENDING AGREEMENT 1 Made this day of, 20. BETWEEN: LAWYERS PROFESSIONAL INDEMNITY COMPANY, an Ontario corporation registered and licensed to carry on business in various Canadian jurisdictions
More informationAccommodation at Work FREQUENTLY ASKED QUESTIONS. Workers. Frequently asked questions Workers 1
Accommodation at Work FREQUENTLY ASKED QUESTIONS Workers Frequently asked questions Workers 1 How a worker s continued employment is ensured after a permitted leave or workplace accident. Rights, obligations
More information2018 Budget Recommendation Ombudsman Toronto
2018 Budget Recommendation Ombudsman Toronto Susan E. Opler, Ombudsman Presentation to the City of Toronto Budget Committee December 14, 2017 Budget Recommendation: Overview Operating Ombudsman Toronto
More informationInfonex 2005: Privacy and Investigations. David T.S. Fraser McInnes Cooper (902)
Infonex 2005: Privacy and Investigations David T.S. Fraser McInnes Cooper (902) 424-1347 Has been characterised as the right to be left alone, to be secure in one s home and free from unwanted interference
More informationAccess to Basic Banking Services
Access to Basic Banking Services Opening a personal deposit account and cashing Government of Canada cheques or other instruments In order to improve access to basic banking services, legislation requires
More informationSecretary s Report November 9, Amendments to By-Law 6. Tab 7. Prepared by the Secretary Jim Varro ( )
Tab 7 Secretary s Report November 9, 2016 Amendments to By-Law 6 Purpose of Report: Decision Prepared by the Secretary Jim Varro (416-947-3434) 363 FOR DECISION AMENDMENTS TO BY-LAW 6 Motion 1. That Convocation
More informationEstimate Request for Canada Pension Plan Retirement Pension and Post-Retirement Benefit
Estimate Request for Pension Plan Retirement Pension and Post-Retirement Benefit You may also visit the website at servicecanada.gc.ca/calculator to use the online retirement calculator to estimate your
More informationCanadian Legislative Update
Canadian Legislative Update ISCEBS Symposium Hilton San Francisco Union Square, San Francisco, California Mitch Frazer August 7, 2012 2012 Torys LLP. All rights reserved. RANDOM THOUGHTS The PBA and regulations
More informationAIR CANADA PILOTS ASSOCIATION. and. ROBERT NEIL KELLY, GEORGE VILVEN, CANADIAN HUMAN RIGHTS COMMISSION, and AIR CANADA. and
Federal Court Cour fédérale Date: 20110203 Docket: T-1615-09 T-1606-09 Citation: 2011 FC 120 Ottawa, Ontario, February 3, 2011 PRESENT: The Honourable Madam Justice Mactavish BETWEEN: Docket: T-1615-09
More information1 LLP. At common law, where an employer. Employers No Longer Entitled to Argue Frustration of Contract Due to Disability Under the ESA IN THIS ISSUE
1 CRAWFORD C HONP PARTNERS DON & LLP WINTER 2006 Management Labour and Employment Lawyers IN THIS ISSUE Page 1 Employers No Longer Entitled to Argue Frustration of Contract Due to Disability Under the
More informationNational Instrument Registration Requirements, Exemptions and Ongoing Registrant Obligations. Table of Contents
This document is an unofficial consolidation of all amendments to National Instrument 31-103 Registration Requirements, Exemptions and Ongoing Registrant Obligations (NI 31-103), effective as of December
More informationCANADIAN RAILWAY OFFICE OF ARBITRATION CASE NO Heard in Montreal, Tuesday, 13 January concerning CANADIAN NATIONAL RAILWAY COMPANY.
CANADIAN RAILWAY OFFICE OF ARBITRATION CASE NO. 3398 Heard in Montreal, Tuesday, 13 January 2004 concerning CANADIAN NATIONAL RAILWAY COMPANY and BROTHERHOOD OF MAINTENANCE OF WAY EMPLOYEES DISPUTE: Claim
More informationNational Instrument Registration Requirements, Exemptions and Ongoing Registrant Obligations. Table of Contents
This document is an unofficial consolidation of all amendments to National Instrument 31-103 Registration Requirements, Exemptions and Ongoing Registrant Obligations (NI 31-103), effective as of June 12,
More informationCarey Olsen Starting Point Employment Law Guide The Discrimination (Jersey) Law 2013
Carey Olsen Starting Point Employment Law Guide The Discrimination (Jersey) Law 2013 Service area Employment, Pensions and Incentives Location Jersey Date November 2016 This Starting Point Guide addresses
More informationElimination of Mandatory Retirement in BC
Elimination of Mandatory Retirement in BC March 2007 Introduction Supporting employment for older persons The Coalition supports the principle of eliminating mandatory retirement in British Columbia provided
More informationI am writing further to your request received by the Ministry of Justice. Your request is for:
ARCS: 292-30 File: JAG-2016-64425 December 13, 2016 Sent via email: Dear Re: Request for Access to Records Freedom of Information and Protection of Privacy Act (FOIPPA) I am writing further to your request
More informationAchieving High Performance in Healthcare Resource Allocation Organizations: Current Practice CADTH Symposium April 15-17, 2012
Achieving High Performance in Healthcare Resource Allocation Organizations: Current Practice 2012 CADTH Symposium April 15-17, 2012 Neale Smith, C2E2 Craig Mitton, Principal Investigator, C2E2 Stirling
More informationThe decision is expected to be released Monday morning and will be found at:
Air Canada Pilots Mandatory Retirement decision to be released Monday, November 8 th at 9:30AM Eastern pilots aged 65, 67 to be reinstated MEDIA ADVISORY November 7, 2010 TORONTO, ON: On Monday, November
More informationF A R R I S. Labour and Employment Update. Supreme Court of Canada Provides Guidance on Terminating Employment for Excessive Absenteeism.
Labour and Employment Update Supreme Court of Canada Provides Guidance on Terminating Employment for Excessive Absenteeism Hydro-Québec v. Syndicat des employé-e-s de techniques professionnelles et de
More informationAGE DISCRIMINATION CLAIMS: THE PERSPECTIVE IN 2015
AGE DISCRIMINATION CLAIMS: THE PERSPECTIVE IN 2015 Katherine Pollock, Partner Alix Herber, Partner Marc Rodrigue, Associate Overview Applicable Legislation Early Retirement Packages and Mandatory Retirement
More informationNew Brunswick Federation of Labour Submission to the. WorkSafeNB Ministerial Task Force. December 2017
New Brunswick Federation of Labour Submission to the WorkSafeNB Ministerial Task Force December 2017 Introduction The New Brunswick Federation of Labour (NBFL) represents 324 affiliated union locals and
More informationNano Nagle School v Marie Daly [2015] IEHC 785 (Noonan J, 11 December 2015)
Nano Nagle School v Marie Daly [2015] IEHC 785 (Noonan J, 11 December 2015) This matter came before the High Court by way of an appeal on a point of law pursuant to section 90(1) of the Employment Equality
More informationLimited Liability Partnership Legislation Discussion Paper. September 23, 2005
Limited Liability Partnership Legislation Discussion Paper September 23, 2005 Limited Liability Partnership Legislation Discussion Paper 1. Introduction The Corporate Services Section of the Office of
More informationSaskatchewan Labour Force Statistics
Saskatchewan Labour Force Statistics April 2017 UNADJUSTED DATA According to the Statistics Canada Labour Force Survey during the week covering April 9 th to 15 th,, 2017, there were 560,100 persons employed
More informationHospital Appeal Board
Hospital Appeal Board Fourth Floor 747 Fort Street Victoria British Columbia V8W 3E5 Telephone: (250) 387-3464 Facsimile: (250) 356-9923 Mailing Address: PO Box 9425 Stn Prov Govt Victoria BC V8W 9V1 Website:
More informationBy Russell Uliase FEDERAL WORKERS COMPENSATION AN OVERVIEW
By FEDERAL WORKERS COMPENSATION AN OVERVIEW PART 1 If you are employed by the federal government, or work for a contractor or subcontractor of the federal government, what are your rights to compensation
More information2001 COOPERATIVE CREDIT ASSOCIATIONS - (in thousands of dollars) TABLE 1 - ASSETS
TABLE 1 - ASSETS British Columbia Ontario Ltd. Nova Scotia Alberta Canada Cash resources 0 28,905 5 19,473 2,622 Deposits with regulated financial institutions.. 532,821 32,743 160,372 8,802 0 Securities
More informationPrivacy in Canada Federal Legislation: Personal Information Protection and Electronic Documents Act
Table of Contents Introduction Privacy in Canada Definition of Personal Information : the ten principles Accountability Identifying Purposes Consent Limiting Collection Limiting Use, Disclosure, and Retention
More informationPublic-Private Partnerships The Canadian Experience
T h e C a n a d i a n C o u n c i l f o r P u b l i c - P r i v a t e P a r t n e r s h i p s Public-Private Partnerships The Canadian Experience Mark Romoff President & Chief Executive Officer The Expanding
More informationThis consolidation is provided for your convenience and should not be relied on as authoritative
CONSOLIDATED UP TO 1 MAY 2014 This consolidation is provided for your convenience and should not be relied on as authoritative NATIONAL INSTRUMENT 31-103 REGISTRATION REQUIREMENTS, EXEMPTIONS AND ONGOING
More informationInsights and Commentary from Dentons
dentons.com Insights and Commentary from Dentons On March 31, 2013, three pre-eminent law firms Salans, Fraser Milner Casgrain, and SNR Denton combined to form Dentons, a Top 10 global law firm with more
More information2008 ANNUAL ALBERTA LABOUR MARKET REVIEW
ANNUAL ALBERTA LABOUR MARKET REVIEW employment unemployment economic regions migration aboriginal people industries occupations education demographics Employment and Immigration EMPLOYMENT Employment increased
More informationREQUEST FOR BIOGRAPHICAL INFORMATION
REQUEST FOR BIOGRAPHICAL INFORMATION Opportunity for arbitrators to be selected for the Canadian Transportation Agency rosters Table of Contents A. Contact Information... 2 B. Education... 3 C. Arbitration
More informationAPPENDICES. Fall 2016 Consultations. The Engineering and Geoscience Professions Act
APPENDICES Fall 2016 Consultations The Engineering and Geoscience Professions Act Appendix 1 Improving the Practice Primary Liability Insurance Existing Legislation There are no provisions regarding insurance
More informationCAPACITY OF ADULTS WITH MENTAL DISABILITIES AND THE FEDERAL RDSP
CAPACITY OF ADULTS WITH MENTAL DISABILITIES AND THE FEDERAL RDSP DISCUSSION PAPER SUMMARY December 2013 Available online at www.lco cdo.org Disponible en français ISBN: 978 1 926661 63 6 This publication
More informationEmerging Issues in Human Rights
Emerging Issues in Breaking New Grounds & Forging New Accommodations? Isabelle French June 22, 2016 Sues Generally Both the Nova Scotia Act and the Canadian Act: o o Prohibit employers from directly or
More informationNATIONAL INSTRUMENT REGISTRATION REQUIREMENTS, EXEMPTIONS AND ONGOING REGISTRANT OBLIGATIONS. Table of contents
Note: [05 May 2015] The following is a consolidation of NI 31-103. It incorporates amendments to this document that came into effect on January 1, 2011, July 11, 2011, February 28, 2012, May 31, 2013,
More informationForm F2 Change or Surrender of Individual Categories (section 2.2(2), 2.4, 2.6(2) or 4.1(4))
Form 33-109F2 Change or Surrender of Individual Categories (section 2.2(2), 2.4, 2.6(2) or 4.1(4)) GENERAL INSTRUCTIONS Complete and submit this form to notify the relevant regulator(s) or, in Québec,
More informationONTARIO AUTOMOBILE CLAIMS PRIMER Rogers Partners LLP
1. INTRODUCTION ONTARIO AUTOMOBILE CLAIMS PRIMER Rogers Partners LLP When a car accident occurs in Ontario, an injured person may pursue two separate avenues of recovery: A tort action may be commenced
More information2014 Year End Wrap Up: An Employer s Guide to The Year s Most Compelling Legislative and Employment Law Developments
2014 Year End Wrap Up: An Employer s Guide to The Year s Most Compelling Legislative and Employment Law Developments Jacques A. Emond Sheri Farahani February 3, 2015 Overview Employment Law Update Impact
More informationCHARITY LAW BULLETIN NO. 300
CHARITY LAW BULLETIN NO. 300 FEBRUARY 27, 2013 EDITOR: TERRANCE S. CARTER ELDER CARE AND FAMILY STATUS DISCRIMINATION ONTARIO RULING By Barry W. Kwasniewski * A. INTRODUCTION With Canada s aging population,
More informationWORKERS COMPENSATION APPEALS TRIBUNAL
WORKERS COMPENSATION APPEALS TRIBUNAL DECISION NO. 692/93 This appeal was heard in Timmins on October 15, 1993, by a Tribunal Panel consisting of: N. McCombie: Vice-Chair, S.L. Chapman: Member representative
More informationTaking care of what s important to you
A v i v a C a n a d a I n c. P r i v a c y P o l i c y Taking care of what s important to you Table of Contents Introduction Privacy in Canada Definition of Personal Information Privacy Policy: the ten
More informationCOMPANION POLICY CP REGISTRATION INFORMATION TABLE OF CONTENTS
This document is an unofficial consolidation of all amendments to Companion Policy to National Instrument 33-109 Registration Information, effective as of December 4, 2017. This document is for reference
More informationCONSUMER PRICE INDEX REPORT OCTOBER 2017
CONSUMER PRICE INDEX REPORT OCTOBER 2017 M A N I T O B A B U R E A U O F S T A T I S T I C S RIGHT ANSWERS RIGHT NOW November 17, 2017 CONTENTS SUMMARY CHART 1 - ANNUAL INFLATION RATE: MANITOBA AND CANADA
More informationVia . The Secretary Ontario Securities Commission 20 Queen Street West 22 nd Floor Toronto, Ontario M5H 3S8
Date June 6, 2018 Via Email Alberta Securities Commission Autorité des marchés financiers British Columbia Securities Commission Financial and Consumer Affairs Authority of Saskatchewan Financial and Consumer
More informationCANADIAN RAILWAY OFFICE OF ARBITRATION & DISPUTE RESOLUTION CASE NO Heard in Montreal, Tuesday, 11 September 2012.
CANADIAN RAILWAY OFFICE OF ARBITRATION & DISPUTE RESOLUTION CASE NO. 4134 Heard in Montreal, Tuesday, 11 September 2012 Concerning CANADIAN NATIONAL RAILWAY COMPANY And UNITED STEELWORKERS UNION LOCAL
More informationOFFICE CONSOLIDATION OF THE RULES AND REGULATIONS OF THE MULTI-SECTOR PENSION PLAN. (Includes Amendments 1 21 Current to June 30, 2014)
OFFICE CONSOLIDATION OF THE RULES AND REGULATIONS OF THE MULTI-SECTOR PENSION PLAN (Includes Amendments 1 21 Current to June 30, 2014) TABLE OF CONTENTS ARTICLE 1 DEFINITIONS...7 Act...7 Actuary...7 Affiliation
More informationREGULATION RESPECTING DERIVATIVES: REGISTRATION. Canadian counterparty means a derivatives party to which either of the following
REGULATION 93-102 RESPECTING DERIVATIVES: REGISTRATION Derivatives Act (chapter I-14.01, s. 175, 1 st par., subpar. (2), (3), (11), (12), (13), (14), (16), (26) and (29)) PART 1 DEFINITIONS AND INTERPRETATION
More informationPublisher s Note 2017 Release 4 Previous release was
Publisher s Note 2017 Release 4 Previous release was 2017-3 From Your Library: & & & & & Chauvin Canadian Employment Law Factbook Highlights of this Release Federal Bill C-44 the Budget Implementation
More informationAdvocating Workplace Integrity
Advocating Workplace Integrity The Ageing Workforce May 25, 2016 Heather Hettiarachchi Generations in the workforce Traditionalists born between 1927 1945. Baby Boomers born between 1946 mid 1960s. Generation
More informationERISA. Representative Experience
ERISA RMKB s ERISA practice group has extensive experience representing insurance carriers, employers, plan administrators, claims administrators, and benefits plans against claims brought under the Employee
More informationREASONS FOR DECISION [2016] L.R.B.D. No. $
5574 [2016] L.R.B.D. No. $ IN THE MATTER of the Public Service Collective Bargaining Act, R.S.N.L. 1990 Chapter P-42 and an application pursuant to Section 45(2) of the Act affecting Dr. Nasir Ahmad Applicant
More informationPREGNANCY AND PARENTAL LEAVES AND BENEFITS FOR PROFESSIONAL LEGAL STAFF AND LAW FIRM EQUITY PARTNERS
THE LAW SOCIETY OF UPPER CANADA PREGNANCY AND PARENTAL LEAVES AND BENEFITS FOR PROFESSIONAL LEGAL STAFF AND LAW FIRM EQUITY PARTNERS A MODEL POLICY FOR LAW FIRMS AND LEGAL ORGANIZATIONS September 28, 2006
More informationMunicipal Employees Pension Plan (MEPP) Commission Composition Review
Municipal Employees Pension Plan (MEPP) Commission Composition Review Submission presented to: Public Employees Benefits Agency Ministry of Finance c/o Nancy Croll, Croll Consulting September 28, 2015
More informationSAANICH FIRE DEPARTMENT
SAANICH FIRE DEPARTMENT 760 Vernon Avenue, Victoria, British Columbia V8X 2W6 THE CORPORATION OF THE DISTRICT OF SAANICH Tel: 250-475-5500 I www.saanich.ca Employment Application for the Position of Fire
More informationThis consolidation is provided for your convenience and should not be relied on as authoritative
CONSOLIDATED UP TO 1 FEBRUARY 2017 This consolidation is provided for your convenience and should not be relied on as authoritative NATIONAL INSTRUMENT 31-103 REGISTRATION REQUIREMENTS, EXEMPTIONS AND
More informationAugust 2015 Aboriginal Population Off-Reserve Package
Labour Force Statistics Aboriginal Population Off-Reserve Package Package Includes: - Information for all Aboriginal people, First Nations and Métis - Working age population, labour force, employment,
More informationOctober 2016 Aboriginal Population Off-Reserve Package
Labour Force Statistics Aboriginal Population Off-Reserve Package Package Includes: - Information for all Aboriginal people, First Nations and Métis - Working age population, labour force, employment,
More informationCompanion Policy CP Prospectus and Registration Exemptions
Companion Policy 45-106CP Prospectus and Registration Exemptions PART 1 - INTRODUCTION 1.1 Purpose 1.2 Status in Yukon 1.3 All trades are subject to securities legislation 1.4 Multi-jurisdictional trades
More informationComments on Selected Financial Information. 4.3 Debt
4.3 Debt As at 31 March 2006, borrowings were reported in the Consolidated Statement of Financial Position at $6.5 billion, which represents total borrowings of $7.4 billion less sinking fund assets of
More informationREGULATION IN FORCE FROM JULY 15, 2016 TO DECEMBER 3, 2017
Last amendment in force on July 15, 2016 This document has official status chapter V-1.1, r. 10 REGULATION 31-103 RESPECTING REGISTRATION REQUIREMENTS, EXEMPTIONS AND ONGOING REGISTRANT OBLIGATIONS M.O.
More informationBC JOBS PLAN ECONOMY BACKGROUNDER. Current statistics show that the BC Jobs Plan is working: The economy is growing and creating jobs.
We know that uncertainty continues to remain in the global economy and we expect to see some monthly fluctuations in jobs numbers. That is why we will continue to create an environment that is welcoming
More informationNational Instrument Registration Requirements, Exemptions and Ongoing Registrant Obligations. Table of contents
National Instrument 31-103 Registration Requirements, Exemptions and Ongoing Registrant Obligations Table of contents Individual registration Firm registration Part 1 Interpretation...5 1.1 Definitions
More informationPension Benefits Act
Pension Benefits Act CHAPTER 41 OF THE ACTS OF 2011 as amended by 2013, c. 25; 2014, c. 37, ss. 24-26A; 2015, c. 6, ss. 42, 43 2015, c. 48, ss. 3, 4; 2017, c. 6, s. 23 2018 Her Majesty the Queen in right
More information6. Some of the benefits of indirect compensation to employers usually include all the following except A. reduced employee fatigue B. satisfied employ
c10 Student: 1. In compensation administration, pay is called A. indirect compensation B. absolute compensation C. direct compensation D. relative compensation E. equity compensation 2. In compensation
More informationDeclaration of Trust. Scotia Capital Inc.
Scotia Self-Directed Retirement Income Fund (RIF) Scotia Self-Directed Life Income Fund (LIF) Scotia Self-Directed Locked-in Retirement Income Fund (LRIF) Scotia Self-Directed Manitoba Prescribed RRIF
More informationCity: Prov/Terr: Postal Code: City: Prov./Terr.: Postal Code:
PRACTICE RISK SOLUTIONS HEALTHCARE PROFESSIONALS INSURANCE ALLIANCE APPLICATION FOR CLINIC PACKAGE AND/OR CYBER SECURITY & PRIVACY LIABILITY (FOR YOUR BUSINESS), AND/OR EMPLOYMENT PRACTICES (MANAGEMENT)
More information2003 BCSECCOM 764 AND IN THE MATTER OF THE MUTUAL RELIANCE REVIEW SYSTEM FOR EXEMPTIVE RELIEF APPLICATIONS AND
Headnote Mutual Reliance Review System for Exemptive Relief Application application for relief from the insider reporting requirement in connection with certain dispositions of securities made to satisfy
More informationEmployment Issues in a Disability Context
Presented to Osgoode Professional Development Managing and Litigating Motor Vehicle Accident Claims April 23rd, 2009 Employment Issues in a Disability Context Presented by: Adrienne M. Kirsh 416-868-3168
More informationNOVA SCOTIA WORKERS COMPENSATION APPEALS TRIBUNAL
NOVA SCOTIA WORKERS COMPENSATION APPEALS TRIBUNAL Appellant: [X] (Worker) Participants entitled to respond to this appeal: [X] (Employer) and The Workers Compensation Board of Nova Scotia (Board) APPEAL
More informationFREE PREVIEW Full report available for FREE to Canadian Franchise Association members
The Economic Contribution of the Canadian FREE PREVIEW Full report available for FREE to Canadian Franchise Association members Franchise Industry January 2018 Prepared for: Canadian Franchise Association
More informationLocked-in RSP / LIRA / RLSP Addendum to the Declaration of Trust
Locked-in RSP / LIRA / RLSP Addendum to the Declaration of Trust 1. Definitions: In this addendum: Applicable Pension Legislation means the statutes and regulations governing the RPP, LIRA, RLSP, life
More informationCanadian Breast Cancer Foundation CIBC Run for the Cure Post Secondary Challenge. To be eligible to participate in this Program, an individual must:
Canadian Breast Cancer Foundation CIBC Run for the Cure Post Secondary Challenge Terms and Conditions I. The Program II. CIBC Education Award III. General Terms and Conditions NOTE: The Program (defined
More informationApril 2017 Alberta Indigenous People Living Off-Reserve Package
Labour Force Statistics Alberta Indigenous People Living Off-Reserve Package Package Includes: - Information for all Indigenous people, First Nations and Métis - Working age population, labour force, employment,
More informationNovember 2017 Alberta Indigenous People Living Off-Reserve Package
Labour Force Statistics Alberta Indigenous People Living Off-Reserve Package Package Includes: - Information for all Indigenous people, First Nations and Métis - Working age population, labour force, employment,
More informationDecember 2017 Alberta Indigenous People Living Off-Reserve Package
Labour Force Statistics Alberta Indigenous People Living Off-Reserve Package Package Includes: - Information for all Indigenous people, First Nations and Métis - Working age population, labour force, employment,
More information