With rapid technological change has come a blurring of boundaries between personal and workplace space. Employers are challenged to develop guidelines and policies to direct the appropriate use of technology to maintain a civil workplace. Because of the lack of shared understanding, or even terminology, around the issue of cyberbullying, employers are seeking a response from lawmakers to assist with this issue. Lawmakers are reluctant to develop legislation prematurely, given the rapid change in the capabilities of technology, the diverse social norms about its use, and the uncertainty of the role and responsibility of employers in minimizing cyberbullying and facilitating a civil workplace environment. This Canadian study seeks insight into these emerging issues through in-depth interviews with human resource professionals representing diverse business and industry sectors.
This paper assesses the diversity of the judiciary in Canada's most diverse urban centres of Toronto, Vancouver, and Montreal and it measures the gap between the demographic composition of the judiciary and the population that it serves. The paper then considers the factors that contribute to and perpetuate the homogeneity of Canadian courts, and it addresses the arguments that an identity-conscious appointment process could compromise meritocracy, or that it would challenge the presumed objectivity of judicial decision-making. We argue that reliable public data on the composition of the bench and a clear government vision and strategy are crucial for the administration of justice in Canadian courts.
RésuméDes recherches récentes révèlent que le contrôle et la surveillance des travailleurs au Canada augmentent. Parallèlement, le gouvernement fédéral canadien réclame un accès accru aux bases de données exclusives à des fins juridiques. Il existe donc une réelle possibilité que les données de contrôle et d'accès des employés soient consultées régulièrement par divers organismes gouvernementaux et judiciaires. Comme les travailleurs de bien de provinces jouissent de peu de mesures légales de protection de la vie privée, et puisqu'il est improbable que de nouvelles mesures soient adoptées, les employeurs doivent assumer leur rôle de membres socialement responsables dans une société libérale et démocratique, et respecter la règle de droit en réduisant la cueuillette de renseignements personnels des travailleurs.
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