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Quoted By: >>68955230 >>68955985
Since most of you are generational NEETs, and since there are dozens of sisters doing damage control alongside literal NDF shills, let me clear up some things about the legal aspect.
>PIPEDA violations (can be elevated if the infraction is argued to have caused physical or mental harm or caused the employee to have fear for their physical safety and/or caused the employee to act under duress)
https://www.priv.gc.ca/en/privacy-topics/privacy-laws-in-canada/the-personal-information-protection-and-electronic-documents-act-pipeda/pipeda-compliance-help/pipeda-interpretation-bulletins/
https://www.priv.gc.ca/en/privacy-topics/privacy-laws-in-canada/the-personal-information-protection-and-electronic-documents-act-pipeda/r_o_p/
https://www.priv.gc.ca/media/2038/guide_org_e.pdf
>Hostile Work Environment violations
https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention.html
https://www.canada.ca/en/employment-social-development/services/health-safety/reports/compliance.html
https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/104-harassment-violence-prevention.html
https://www.canada.ca/en/employment-social-development/services/health-safety/reports/duties.html
https://laws-lois.justice.gc.ca/eng/AnnualStatutes/2018_22/FullText.html
There is ample precedent in Canadian law that has deliberated on legal repercussions and liability of employers in cases of employee suicide as it related to workplace harassment and abuse. It's ratified into law.
There's ample precedent in civil court cases where employees have been awarded settlements, and companies have been injured in the form of fines, when it pertains to workplace harassment, abuse, and failure to comply with contractual obligations (contractors are axiomatically employees when it comes to most legal interpretations, save for tax law in Canada).
Finally, leaking legal documentation, as well as confidential medical records can be elevated to Provincial Superior Court, depending on the contents and the state of the actual legal proceedings. Ie, even prison time can be served.
https://laws-lois.justice.gc.ca/eng/acts/c-46/FullText.html
*Not to mention NijiEN management practically admitting to breaking a Non-disclosure Agreement, which is still illegal, but a nothingburger that is typically hard to litigate efficiently enough to be worth it.
>PIPEDA violations (can be elevated if the infraction is argued to have caused physical or mental harm or caused the employee to have fear for their physical safety and/or caused the employee to act under duress)
https://www.priv.gc.ca/en/privacy-topics/privacy-laws-in-canada/the-personal-information-protection-and-electronic-documents-act-pipeda/pipeda-compliance-help/pipeda-interpretation-bulletins/
https://www.priv.gc.ca/en/privacy-topics/privacy-laws-in-canada/the-personal-information-protection-and-electronic-documents-act-pipeda/r_o_p/
https://www.priv.gc.ca/media/2038/guide_org_e.pdf
>Hostile Work Environment violations
https://www.canada.ca/en/employment-social-development/programs/workplace-health-safety/harassment-violence-prevention.html
https://www.canada.ca/en/employment-social-development/services/health-safety/reports/compliance.html
https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/104-harassment-violence-prevention.html
https://www.canada.ca/en/employment-social-development/services/health-safety/reports/duties.html
https://laws-lois.justice.gc.ca/eng/AnnualStatutes/2018_22/FullText.html
There is ample precedent in Canadian law that has deliberated on legal repercussions and liability of employers in cases of employee suicide as it related to workplace harassment and abuse. It's ratified into law.
There's ample precedent in civil court cases where employees have been awarded settlements, and companies have been injured in the form of fines, when it pertains to workplace harassment, abuse, and failure to comply with contractual obligations (contractors are axiomatically employees when it comes to most legal interpretations, save for tax law in Canada).
Finally, leaking legal documentation, as well as confidential medical records can be elevated to Provincial Superior Court, depending on the contents and the state of the actual legal proceedings. Ie, even prison time can be served.
https://laws-lois.justice.gc.ca/eng/acts/c-46/FullText.html
*Not to mention NijiEN management practically admitting to breaking a Non-disclosure Agreement, which is still illegal, but a nothingburger that is typically hard to litigate efficiently enough to be worth it.
