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Third Tri-National Meeting on Labour Rights - Report of Recommendations for Upcoming Review of the CUSMA (USMCA, T-MEC)
No full textThe CUSMA-USMCA-T-MEC (CUSMA) Labour Chapter and its Facility-Specific Rapid Response Mechanism (RRM) are key areas of focus in the ongoing review of CUSMA approaches. The third Tri-National Meeting on Labour Rights under CUSMA was held on December 9th and 10th, 2024, at Osgoode Hall Law School in Toronto. This hybrid meeting brought together knowledgeable academics, organizations, and individuals from the three CUSMA partner countries to evaluate the Labour Chapter, particularly the RRM, and to discuss reform recommendations. This report summarizes the challenges and proposed reforms presented and discussed during this third Tri-National Meeting, building on recommendations from the two previous meetings held in Toronto (June 2022) and Mexico City (December 2022). The insights and recommendations are organized into three categories: issues primarily related to the RRM; matters concerning Mexico’s 2019 labour relations reform and broader systemic issues; and proposals to expand application of the RRM to Canada and the U.S. and its scope across economic activities. Some challenges and recommendations span multiple categories; where relevant to the RRM, they are included in that section
Artificial Intelligence at Work International Conference - Day 1, Part 2
No full textThis recording features the Artificial Intelligence at Work International Conference, held on January 22–23, 2026 and hosted by Osgoode Hall Law School and Unifor. The event brought together academics, policymakers, trade union leaders, and employer representatives from Canada and around the world to explore the evolving regulatory landscape and governance of AI in the workplace.
Keynote Speech - Regulating Algorithmic Management: A Blueprint
Speaker: Jeremias Adams-Prassl and Michael “Six” Silberman (University of Oxford)
Chair and Discussant: Hannah Johnston (York University)
Panel 2 – The State of Things: Responses to AI
Moderator: Angelo DiCaro (Unifor)
Speakers: Sarah Ryan (CUPE) Virginia Doellgast (Cornell University) Laura Caroli (EU Parliament negotiator for the EU AI Act)
For more information, visit the conference website: https://www.yorku.ca/events/aiatwork
A Tripartite Experiment In Australia: Seeking To Improve Compliance Through Collaboration
No full textIn this dispatch, we examine one of the most significant strategic experiments to emerge in the recent past: a tripartite initiative launched in late 2024 in which the FWO is seeking to actively collaborate with representatives of business and unions in new and more meaningful ways. While tripartism is well established in setting standards, it remains relatively novel in the context of compliance and enforcement
Outsourcing Legal Modernity: Late Colonial Constitutionalism in Muslim Northern Nigeria
No full textThe final years of British imperial rule in Northern Nigeria witnessed efforts to source appropriate models of legal modernization from the Muslim world. The models afloat in constitutional discourse, those of Libya, Sudan, Pakistan, and Egypt, were held up by respective proponents as ideal for resolving the long-fraught question of the relationship between Islam and public law in a modern state. Yet, the evocations of these foreign models were idealized imaginaries; by framing these models as settled facts, the Northern Nigerian evocations flattened the constitutional experience of these states and obscured unfolding struggles over the nature of legal modernity. Against the backdrop of contestations between juristic and political elites, colonial officials, and other actors, this Article chronicles the outsourcing of Northern Nigeria’s legal modernization to foreign imaginaries. Even as the Northern Nigerian legal borrowing debates were conducted in the language of (competing visions of) decolonization and modernization, that discourse limited the realm of possibilities to an uncritical and, in the end, imaginary copying from postcolonial jurisdictions. The ultimate consequence was the trumping of juristic power by political authority, and the foreclosure of emancipatory possibilities for the future of law
Coming Disruptions in Corporate Law
No full textCorporate law’s dynamism precludes bold predictions about its future. Instead, we set out to highlight principles relevant to its trajectory and frame looming, unresolved issues. In that vein, artificial intelligence and other digital technologies raise considerable new opportunities for directors to enhance their oversight and for shareholders to be better informed and make more meaningful use of their governance rights. At the same time, the potential for wide-scale automation of corporate activities via these technologies amplifies corporate power and resulting risks of harm, adding new urgency to past prescriptions for rethinking the relationship between corporate and other areas of law implicated by corporate activities. The notion that corporate law operates in isolation from these areas of law has become untenable. If corporate law can be reoriented to reinforce (rather than erode) surrounding legal regimes, we expect corporate law will be better placed to withstand and thrive amid the challenges to come
Artificial Intelligence at Work International Conference - Website
No full textJoin us for the Artificial Intelligence at Work International Conference which will unite academics, policymakers, trade union leaders, and employer representatives from Canada and around the globe to discuss the regulatory landscape and governance of AI in the workplace.
As the first conference of its kind in Canada addressing these crucial issues, it is intended to inform and shape public and regulatory debate on how AI is transforming work contexts. Attendees will explore the current state of AI implementation, its impacts on labour markets, and potential frameworks for effective oversight.
Through engaging keynote sessions and dynamic panel discussions featuring leading voices from diverse sectors, the conference aims to foster dialogue that will influence the future of work in the age of artificial intelligence. Don’t miss this unique opportunity to connect with experts and contribute to conversations that matter
California: Garment Labels Liable for Wages
No full textGARMENT WORKERS IN CALIFORNIA SINCE 2022 may collect their wages, not merely from the production facility that employs them, but alternatively from the garment labels and some retailers for whom the facility produces garments. Such joint and several liability is unique in the world. It has long been the goal of garment worker activists around the world, for garment work everywhere is both low-paid and easily mobile. Wage theft, that is, nonpayment or underpayment of wages, is also common in California (U.S. Department of Labour, 2023). How is the statute working out
Hungarian Steps Towards Freedom Of Contract
No full textSince 1992, derogations have been allowed in individual agreements in favour of employees, with minor exceptions. The labour law reform of 2012 brought about the comprehensive reform of the hierarchy of labour law sources. As for individual agreements of the parties, the Labour Code retained the traditional rule of favourability, however, with a growing number and importance of exceptions allowing in peius derogations. Section II sets the scene by explaining the legal hierarchy of labour law sources, including derogations in collective agreements, agreements of the parties, and the meaning of the “more favourable rule.” Against this background, Section III delves into the core of the problem of waivability of employee rights by listing and evaluating the exceptions from the principle of favour. Section IV explains the special regimes for two groups of employees: Employees of public employers and executive employees have very different rules. Section V describes the temporary return to the absolute freedom of contract for all employees during the COVID state of emergency. Finally, in the Conclusion, I will argue that legislation has decisively shifted towards derogability of a growing number of employee rights on the dogmatic basis of return to freedom of contract, what has partly been counterbalanced by case law
Non-Waivability In Labour Law: A Foundational Principle In Transition
No full textEMPLOYMENT RIGHTS SECURED IN LEGISLATION cannot be waived by employee consent. This is almost a trite proposition, a truism that labour lawyers and students usually take for granted