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PART 3 – THE 50+ WORKER

TABLE OF CONTENTS – PART 3 – THE 50+ WORKER.

INTRODUCTION.
CHAPTER 1—EMPLOYMENT: CONTRACT, TERMINATION-DISMISSAL, NOTICE.
INTRODUCTION.
SECTION 1—EMPLOYMENT CONTRACT: DEFINITIONS, ELEMENTS AND MORE.

  • Introduction.
  • Definitions.
  • Nature of Contract.
  • Elements: Parties, Consent and Object (Work).
  • Requirements.
  • Fourth Element: Consideration (Wages and More).
  • The Written Contract.
  • Employer.
  • Employee.
  • Conclusion.

SECTION 2—CANADA-WIDE STATUTE REVIEW: LABOUR STANDARDS LAWS.

  • Introduction.
  • Federal Government.
  • Canada.
  • Provinces.
  • Alberta.
  • British Columbia.
  • Manitoba.
  • New Brunswick.
  • Newfoundland.
  • Northwest Territories.
  • Nova Scotia.
  • Ontario.
  • Prince Edward Island.
  • Quebec.
  • Saskatchewan.
  • Yukon.
  • Conclusion.

SECTION 3—TERMINATION/DISMISSAL: THE “WHAT, WHYS AND WHEREFORES”.

  • Introduction.
  • Definitions.
  • Employer-Related Causes.
  • Increasing Redundancy Levels.
  • Reduce Costs.
  • Unspoken Reasons (Somewhat Under the Surface).
  • Employee-Related Causes.
  • Executives/Officers.
  • Cases and Fact Patterns (Executive Level).
  • Canada.
  • United States.
  • Europe.
  • Severance.
  • Monetary Indemnification.
  • Cases and Fact Patterns.
  • Canada.
  • United States.
  • Europe.
  • Wrongful Dismissal.
  • Case Law on Termination and Notice.
  • Wrongful Dismissal/Reasonable Notice of Termination/Dismissal
  • Bad Faith Conduct, Malicious Manner and Meanness in the Manner of
  • Dismissal, Damages.
  • Related Issues.
  • Constructive Dismissal.
  • Work-Connected Malady.
  • Common Law Provinces.
  • Quebec.
  • Jurisprudence.
  • Conclusion.

SECTION 4—BRIEFING ON UNEMPLOYMENT AND A BETTER TERMINATION.

  • Introduction.
  • Unemployment.
  • Profile of the Unemployed.
  • Job Search, Now to Be Faced by The Newly-Fired.
  • Government and Community Programs and Supports.
  • Governmental Programs.
  • Community Organizations.
  • Other Assistance.
  • Employee Recourses and Governmental Authorities Having Jurisdiction.
  • Canada.
  • Alberta.
  • British Columbia.
  • Manitoba.
  • New Brunswick.
  • Newfoundland.
  • Northwest Territories.
  • Nova Scotia.
  • Ontario.
  • Prince Edward Island.
  • Quebec.
  • Saskatchewan.
  • Yukon.
  • Pre-Firing Methodology and Precautions.
  • Disengagement Facilitator.
  • The Gold Disengagement Drill: Preferred Termination Practices.
  • Termination Conversation.
  • Conclusion.

CHAPTER 1—CONCLUSION.
APPENDICES.
APPENDIX I—GOLD DEFENSIVE STAFFING PROTOCOL: IMPROVING THE HIRING PROCESS
AND THE SUPERVISION OF PERSONNEL.
APPENDIX II—THE GOLD STANDARD: A COMPANY OF EXCELLENCE.
APPENDIX III—CHECKLIST—GOLD’S EMPLOYEE CODE OF EXCELLENCE.
APPENDIX IV—GOLD’S BIBLE FOR THE WORKING MAN/WOMAN: A GOLDEN
RULES/RECOMMENDATIONS CHECKLIST.
CHAPTER 2—AGE BIAS/DISCRIMINATION IN THE WORKPLACE.
INTRODUCTION.
SECTION 1—CANADA-WIDE STATUTE REVIEW: DISCRIMINATION AND HUMAN RIGHTS LAWS.

  • Introduction.
  • Overview of Legislation.
  • Doctrine.
  • Federal and Provincial Legislation.
  • Canada—The Canadian Charter of Rights and Freedoms.
  • Alberta.
  • British Columbia.
  • Manitoba.
  • New Brunswick.
  • Newfoundland.
  • Northwest Territories.
  • Nova Scotia.
  • Nunavut.
  • Ontario.
  • Prince Edward Island.
  • Quebec.
  • Saskatchewan.
  • Yukon.
  • Human Rights Organizations.
  • Conclusion.

SECTION 3—CASE LAW AND DOCTRINE ON MANDATORY RETIREMENT: RETIREMENT AGE
AND THE ROCKY ROAD THROUGH TO 1990.

  • Introduction.
  • Forced Retirement is Legal (and Not Finding Age Discrimination).
  • Forced Retirement—Finding Age Discrimination.
  • Wrongful Dismissal on Subsequent Imposition of Mandatory.
  • Retirement Policy.
  • Related Issue—Retirement Date versus Age.
  • Conclusion.

SECTION 4—CASE LAW ON MANDATORY RETIREMENT: THE MCKINNEY CASE, A WATERSHED.

  • Introduction.
  • The McKinney Case.
  • Facts.
  • Judgment.
  • Analysis.
  • Conclusion.

SECTION 5—CASE LAW AND DOCTRINE ON AGE BIAS/DISCRIMINATION AND MANDATORY RETIREMENT:
THE AFTERMATH OF THE MCKINNEY CASE.

  • Introduction.
  • Pension Plan.
  • Age Bias/Discrimination Generally.
  • Not Finding Age Discrimination.
  • Finding Age Discrimination.
  • Doctrine—Common Law Provinces.
  • Hiring (Personal Information): Age
  • Pension.
  • Quebec.
  • International Law 1980+.
  • Europe.
  • United States.
  • Doctrine.
  • Cases and Fact Patterns (Executive Level).
  • Conclusion.

SECTION 4—AGING AND THE WORKPLACE: ISSUES, STATISTICS AND MORE.

  • Introduction.
  • Definitions.
  • Age at Work.
  • Entry-Level (20+).
  • 30-Something.
  • 40-Something.
  • 50+.
  • 60+.
  • Awareness of the Mature Worker.
  • Positives.
  • Negatives.
  • Older Age Bias: Age Barriers to Employment (Mature).
  • Employee-Related.
  • Employer-Related.
  • Job Market.
  • Statistics/Expertise on Age Discrimination.
  • Canada.
  • United States.
  • Recommendations.
  • Conclusion.

CHAPTER 2—CONCLUSION.
APPENDIX I—GOLDEN RULES/RECOMMENDATIONS CHECKLIST:
HOW COMPANIES MAY BETTER ADDRESS AGE BIAS/DISCRIMINATION.
CHAPTER 3—ROAD MAP TO AN EARLY RETIREMENT DECISION:
FORCES FOR AND AGAINST.
INTRODUCTION.
SECTION 1—EMPLOYER REASONS FOR AN EMPLOYEE TAKING EARLY RETIREMENT:
HISTORICAL TRADITION, DECLINING RETIREMENT AGE, ECONOMIC CIRCUMSTANCES,
COUNTERVAILING FORCES AND ALTERNATIVES.

  • Introduction.
  • Historical Tradition.
  • Declining Retirement Age.
  • Economic Circumstances.
  • Countervailing Forces.
  • Alternatives.
  • Conclusion.

SECTION 2—EMPLOYEE REASONS FOR NOT TAKING EARLY RETIREMENT
(AND CONTINUING TO WORK).

  • Introduction.
  • Retirement Factors.
  • Savings and Revenue.
  • Improved Health.
  • Sufficient Education.
  • Job Options.
  • Retraining Opportunities.
  • Affective Forces.
  • Conclusion.

SECTION 3—EMPLOYEE REASONS FOR TAKING EARLY RETIREMENT.

  • Introduction.
  • Changing Attitudes.
  • Forced Retirement.
  • Type of Work.
  • Retirement Age.
  • Financially Stable.
  • Health.
  • New Beginning.
  • Torment in the Workplace.
  • Caution (Post-Retirement).
  • Alternatives: Phased Retirement.
  • Conclusion.

SECTION 4–(IF CONTINUING TO WORK), REASONS FOR MAINTAINING THE STATUS
QUO OR CHANGING JOBS.

  • Introduction.
  • Self-Assessment Test.
  • Changing Work/Employer.
  • Reasons/Motives to Stay at the Current Job.
  • Greying of Canada.
  • Aging Labour Force in Canada.
  • Expertise/Commentaries.
  • Shortage of Younger People (Core-Age) Skilled Workers.
  • Echo Generation.
  • GenXers.
  • Impact of Immigration.
  • International Examples and Pressure.
  • Europe.
  • United States.
  • Consequences
  • Employer Remedial Measures.
  • Conclusion.

PART 3—CONCLUSION.
APPENDIX I—SENIOR FRIENDLY EMPLOYER:

GOLDEN RULES/RECOMMENDATIONS CHECKLIST.
APPENDIX II—DIRECTORY.
APPENDIX III—INDEX.

© 2005 Practitioners’ Press Inc./ TM Practitioners’ Press Inc.

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