Posts by Yvonne
Workplace Legislative Update: BC to Raise General Minimum Wage to $15.65
The BC government has announced that the general minimum wage will increase from $15.20/hour to $15.65/hour, effective June 1, 2022. This represents approximately a 2.8% increase – BC’s inflation rate calculated from January 1, 2021 to December 31, 2021. This increase will place BC with the highest minimum wage of any province, and among the…
Read MoreSelf- Government in Jeopardy: Commentary on the Québec Court of Appeal’s Reference on an Act respecting First Nations, Inuit and Métis Children, Youth and Families
The Court of Appeal for Québec has stymied the federal government’s efforts to respond to the overrepresentation of Indigenous children in the child and youth protection system. On February 10, 2022, the Court held that key sections of the federal government’s Act respecting First Nations, Inuit and Métis children, youth and families (the “Act”) were…
Read MoreThe Downside of Tax Efficiency
Tax Benefits of Using an LLP Until recently, band-owned businesses in British Columbia tended to be structured in one of three forms: owned directly by the band (also known as a band proprietorship); as a company (often called an economic development corporation); or as a limited partnership. Deciding between these options was generally a matter…
Read MoreProud Announcement – 4 MT+Co. Lawyers ranked in the 2022 Canadian Legal Lexpert Directory
Join us in celebrating our teammates: Merle Alexander QC, Tamara Napoleon, and Rob Miller in the category of Indigenous Law and Jim Titerle in the category of Environmental Law. Visit here for more info.
Read MoreProud Announcement – MT+Co. Ranked in Chambers 2022
We’re excited to share that Chambers and Partners have released their 2022 rankings, and MT+Co. is recognized for our work in the category of Aboriginal Law – Representation of Indigenous Peoples category. Congrats to our Indigenous Law Group and Litigation Group! 👏🏼👏🏽👏🏾 Chambers has also recognized several lawyers from our firm for their excellence in…
Read MoreRCMP Conduct in Fairy Creek Does Not Tarnish Court’s Reputation
Case in Brief: Teal Cedar Products Ltd v Rainforest Flying Squad, 2022 BCCA 26 The injunction against protestors at Fairy Creek has been extended until September 2022. In a unanimous decision made January 26th, the BC Court of Appeal (“BCCA”) overturned the BC Supreme Court’s (“BCSC”) refusal to extend an interlocutory civil injunction that protected…
Read MoreContext is King: BCCA Reaffirms Importance of Circumstantial, Whole-Contract Approach to Interpretation
Case in Brief: Sutter Hill Management Corporation v Mpire Capital Corporation, 2022 BCCA 13 How does one interpret a clause that requires “commercially reasonable best efforts”? In the recent decision of Sutter Hill Management Corporation v Mpire Capital Corporation, 2022 BCCA 13, the BCCA has spoken loud and clear: it all depends on the context.…
Read MoreA Dam Nuisance – Addressing Private Companies’ Violations of Aboriginal Rights and Title through Tort
A Case Review: Thomas and Saik’uz First Nation v Rio Tinto Alcan Inc, 2022 BCSC 15 Following a decades-long public dispute and eleven years of litigation, the fight for the Nechako River watershed may, at last, be approaching an end. On January 7, 2022, Justice Kent for the BC Supreme Court (“BCSC”) in Thomas and…
Read MoreRecent Steps Toward Reconciliation of Indigenous Identity and Rights Within BC Laws
Late last year the BC Government introduced two important changes to British Columbia’s laws: 1) amending the Human Rights Codeto specifically list “Indigenous identity” as a protected ground against discriminatory conduct; and 2) amending the Interpretation Act to make it clear that all BC laws uphold and do not diminish the rights of Indigenous people…
Read MoreGet Down With the [Paid] Sickness: BC Introduces Paid Sick Leave
Effective January 1, 2022, BC workers are now entitled to 5 paid sick days per year thanks to a recent change to the BC Employment Standards Act (“ESA”). In order to qualify, employees must have been employed for at least 90 days, and the employee must not fall into one of the categories of employees…
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