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Grenfell Inquiry second report: bracing for change in the UK construction industry
On 4 September 2024, the long-awaited Grenfell Tower Inquiry: Phase 2 Report (the Grenfell Report) was published.
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Canada | Publication | March 25, 2024
On March 21, Ontario’s Bill 149, Working for Workers Four Act, 2024 received royal assent. As with previous “Working for Workers” legislation, Bill 149 amends several workplace law statutes in an omnibus format. The statutes amended by Bill 149 are:
Relative to omnibus workplace legislation in recent years, the changes made to these statutes are relatively minor. Many of the changes simply expand the government’s regulation-making authority without introducing any new rules at present.
The changes to the ESA are noteworthy in that they have broad application to employers in the province:
Employers will also be required to retain copies of their publicly advertised job postings for three years after access to the posting by the general public is removed.
The three new job posting requirements will be subject to rules to be prescribed by regulation. They are unlikely to come into force until those regulations are developed.
The new rules applicable to job postings are by far the most impactful changes to the ESA, though their in-force date is uncertain. While the precise scope of these new rules remains to be determined by regulation, it is likely Ontario employers will soon need to revisit their recruitment strategies and documentation for compensation disclosure, AI use and requirements for Canadian experience. This exercise may raise difficult questions, such as:
One question that may arise is whether the obligation to disclose compensation information might, inadvertently, run afoul of the new federal Competition Act prohibition on wage-fixing arrangements among employers. We wrote about this new prohibition in our update “No-poach, no problem: Competition Bureau releases enforcement guidelines for wage-fixing and no-poaching agreements.”
At present, such a risk seems remote. The prohibition on wage-fixing applies to an agreement or arrangement between employers regarding wages or terms and conditions of employment. Simply posting compensation information is not an agreement or arrangement, particularly where doing so is required by law.
Publication
On 4 September 2024, the long-awaited Grenfell Tower Inquiry: Phase 2 Report (the Grenfell Report) was published.
Publication
On 3 September 2024, the ECJ delivered its judgment in Illumina’s appeal against the General Court’s (GC) judgment confirming the European Commission’s (EC) powers to review concentrations under the EU Merger Regulation (EUMR) in circumstances where no Member State has jurisdiction under national law.
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One of the driving forces of the ‘fourth industrial revolution’ - AI- has the potential to redefine and disrupt industries worldwide. The MENA insurance industry is no exception, offering a unique landscape for AI adoption characterised by significant challenges and opportunities. Middle East Insurance Review spoke to Norton Rose Fulbright’s Ms Shabnam Karim and Messrs Shiv Daddar, Simon Lamb and Marcus Evans to find out more.
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