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Generative AI: A global guide to key IP considerations
Artificial intelligence (AI) raises many intellectual property (IP) issues.
Author:
Global | Publication | February 2018
After a few politicians at the federal and provincial levels recently stepped down because of sexual misconduct allegations, debates surrounding Bill C-65 were engaged in late January in the House of Commons.
Tabled in November 2017, Bill C-65 aims to amend “the Canada Labour Code (CLC) to strengthen the existing framework for preventing harassment and violence, including sexual harassment and sexual violence, in the workplace.”
Minister of Employment, Workforce Development and Labour Patty Hajdu’s approach is focused on occupational health and safety, with amendments to Part II of the CLC to bring psychological injuries or illnesses in the realm of workplace accidents to be covered by the legislation.
With this in place, Bill C-65 tasks federally regulated employers with taking affirmative action to prevent and protect employees against harassment and violence in the workplace.
Additionally, employers will have to investigate, record and report all accidents resulting from harassment or violence in the workplace. Compliance with future regulations on the subject will also be mandatory.
Division XV.1 of the CLC – contained in Part III “Standard hours, wages, vacations and holidays” – already addresses sexual harassment in the workplace, but it was part of the Liberal agenda to propose a more robust approach on this subject.
In light of recent events, it is safe to assume that Bill C-65 will become effective sooner rather than later. Federally regulated employers should get ready to act accordingly.
Publication
Artificial intelligence (AI) raises many intellectual property (IP) issues.
Publication
The UK remains a world leader in offshore wind, accounting for roughly 20 percent of global offshore wind capacity, with 11.3 GW operational. It is forecast that installed capacity will rise to 19.5 GW by mid 2020s.
Publication
The Energy Performance of Buildings Directive (the Recast EPBD) entered into force on 28 May 2024. The Recast EPBD repeals the Energy Performance of Buildings Directive 2010 (the Repealed EPBD). The Repealed EPBD will remain as transposed in the laws of England and Wales, and the Recast EPDB will only be transposed into the national legislation of EU Member States. The overarching aims of the revisions set out in the Recast EPBD reflect the common themes of European climate legislation to speed up the transition to renewables and rapidly reduce energy consumption. We set out below a summary of the key provisions under the Recast EPBD, when the provisions take effect and a comparison with the Repealed EPBD.
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