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Chaudli: The overthrow of the Roe v. Wade case is an opportunity for Canada to act

The U.S. Capitol is seen in the morning of June 25, 2022 in Washington, DC.
See the US Capitol Will be in Washington, DC on the morning of June 25, 2022. Photo courtesy of ALEX WONG/Getty Images

It's time for a reverse brain drain.

Later this week, the US Supreme Court overturned the Roe v. Wade case. It is expected that many US states will limit or ban abortion altogether.

Of course, this raises questions. Young female US workers do not look for more environmentally friendly meadows.

Protests took place across the United States. People use the Internet to share their aversion and fear of women's retreat.

It's time for Canada to act. Abortion is not a matter of dividing our country. Our politicians usually do not knock out themselves at every election about the law that seems to have been resolved here.

Canada has 18 months of parental leave to launch and can be shared between parents. Employees cannot be dismissed for exercising their right to take that time when starting a family. Miscarriage is recognized as a temporary disability by some Canadian human rights courts and recognizes women's right to protect their work leave.

Some companies are aware of the high cost of fertility drugs and are offering employees benefits to support that cost. This shift is not completely altruistic. Employers know that providing fertility benefits with adequate parental leave support is a large retention tool.

Canadian law is evolving and employers are following the lock step.

Due to the severe labor shortage and the looming recession, Canadian companies must see this as a watershed moment to attract US talent.

Our workplace is progressive and our law continues to introduce fresh rights to unparalleled employees around the world. For example, consider the right to disconnect in Ontario, which was deployed by Minister Monte McNaughton on June 2. Employers with 25 or more employees should implement policies that ensure that workers are generally free from work outside normal working hours. The new law is an excellent tool for employers to attract talent from the South, especially for remote workers seeking greater flexibility.

Because the United States is full of political turmoil and anxiety, how American workers naturally curb their careers if they choose to stay. I will consider.

The Government of Canada needs to consider how US workers can easily migrate to our country. Canadian employers need to embark on this moment and take advantage of attracting talent pools that are likely to be ready for change.

Sometimes the grass on the other side is really greenish.

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    How to Reframe 88}

    About this week's question:

    Q. I received a job and had a weekly offer to accept the offer. The offer states that the employer can change my place of work and bonuses at any time. Is this standard?

    A. No. If you agree to these terms, your employer may make significant changes to your employment without notice. You need to find a language that is more flexible and can notify you of important changes in your contract.

    Q. I have been an employer for 25 years. There is no contract. I received a 12 week offer when I retired last week. My employer says that's all you can pay for financial changes. Does it make any sense to fight it?

    A. Yes. When it comes to retirement eligibility, the employer's financial position is not a legally relevant fact. Get advice as you may have far more qualifications.

    I have a question at work. Maybe I can help. Please send an email to sunira@worklylaw.com. Your question may be addressed in a future column.

    The content of this article is general information and is not legal advice.

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