The right to portability: new obligations for businesses and public bodies

On September 22, 2024, the right to portability will come into force in Quebec.

This new right, integrated into the Act respecting the protection of personal information in the private sector and the Act respecting Access to documents held by public bodies and the Protection of personal information, allows the person concerned to request that their computerized personal information be communicated to them in a technological format.

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The Juste pour rire matter: the Court of Appeal addresses the issue of lifetime employment

In an article published on August 2, 2022, “A job for life: Not just for laughs!”, Langlois commented on a decision of the Superior Court of Quebec written by the Honourable J.S.C. Marc Saint-Pierre according to which an employee should be reinstated in his job because he had a job “for life”, despite consistent and unanimous case law that the Superior Court does not have the power to order the reinstatement of an employee in a strictly civil proceeding. However, the Quebec Court of Appeal, in a decision dated February 8, 2024, overturned the Superior Court’s decision and added a few interesting twists.

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New Regulation respecting the handling of complaints and the resolution of disputes in the financial sector: towards a standardization of practices

On February 15, the Autorité des marchés financiers (the “AMF”) published the final version of the new Regulation respecting the handling of complaints and the resolution of disputes in the financial sector (the “Regulation”). The Regulation, whose stated purpose is to enhance and standardize the fair handling of complaints across the financial sector, will come into force on July 1, 2025.

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Needed guidance from the Court of Appeal on the question of the quasi-constitutional protection of parental status in Québec

In this matter, the Canadian Union of Public Employees (the “Union”), which represents bus drivers and related services employees employed by the Réseau de transport de Longueuil (the “Employer”), alleged, through a group grievance, that a provision of the collective agreement concerning the granting of attendance credits discriminated against employees who had taken maternity leave, paternity leave or parental leave.

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