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Ontario, Canada Court Orders Independent Medical Examination of Employee Claiming Indefinite Inability to Mitigate Due to Mental Health Condition

Marshall v. Mercantile Exchange Corporation, 2024 CanLII 71128  (ONSC), is an action for wrongful dismissal where the employee claimed he could not mitigate his damages by seeking alternative employment indefinitely because of a mental health condition (i.e., stress and depression) allegedly arising out of his termination. He claimed a 26-month notice period. The employer sought an independent medical examination (IME) of the employee pursuant to s.




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Employment: North America - Canada (Ontario)

A number of Littler lawyers in our office in Toronto, Ontario, Canada recently authored the Ontario section of Employment: North America for Lexology, Getting The Deal Through.

This publication provides an overview of labour and employment law in Ontario, Canada, focusing on the following categories: 




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Ontario, Canada Mandatory Policies, Training and Postings—Are You In Compliance?

Employers with employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training and postings under the Employment Standards Act, 2000, the Workplace Safety and Insurance Act, 1997, the Occupational Health and Safety Act, the Accessibility for Ontarians with Disabilities Act, 2005, the Pay Equity Act, and the Smoke-Free Ontario Act, 2017.  To make this information conveniently available, the Littler Toronto office assembled these requirements in a single publication. 




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Ontario, Canada: Requirements for Mandatory Policies, Training and Postings

Employers subject to provincial legislation (i.e., not federal employers) that have employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training, postings, and information sheets under the Employment Standards Act, 2000, the Workplace Safety and Insurance Act, 1997, the Occupational Health and Safety Act, the Accessibility for Ontarians with Disabilities Act, 2005, the Pay Equity Act, the Smoke-Free Ontario Act, 2017, the Working for Workers Act, 2021, a




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California Laws Come into Effect Regarding Off-Duty Marijuana Use

Two new laws will take effect next year that restrict how employers may respond to worker off-duty cannabis use.  One law will restrict employers’ ability to ask about prior cannabis use in the hiring process, and the other will limit employer actions based on positive marijuana drug tests.




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Canada Entered Last Phase of CPP Enhancements on January 1, 2024

All Canadian employers other than those in Quebec1 are required to:

  • Deduct Canada Pension Plan (CPP) contributions from their employees’ pensionable earnings if the employee meets certain conditions;
  • Contribute an amount equal to the CPP contributions that were deducted; and
  • Remit both amounts.

These obligations end when the employee reaches the maximum contribution for the year.





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British Columbia, Canada: Arbitrator Decides Employer Could Terminate Employee Who Refused Government-Ordered Vaccination

On April 4, 2022, in Fraser Health Authority v British Columbia General Employees’ Union, 2022 CanLII 25560, Arbitrator Koml Kandola of the British Columbia Labour Relations Board dismissed the union’s grievance respecting the dismissal of the grievor because she was ineligible to work under the order issued b




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Canada: Key Trends in Arbitration Awards Pertaining to Mandatory COVID-19 Vaccination Policies

Since late fall 2021, we have seen a steady flow of arbitration awards emerge in Ontario and British Columbia that consider issues relating to mandatory COVID-19 vaccination policies in the unionized workplace. In this Insight, we provide an overview of key trends in these awards.




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Ontario, Canada Human Rights Tribunal Finds it Has Concurrent Jurisdiction with Labour Arbitrators to Decide Human Rights Claims in Unionized Workplaces

The Human Rights Tribunal of Ontario recently held a preliminary hearing to determine whether allegations made under the Human Rights Code (Code) fell within the exclusive jurisdiction of a labour arbitrator, or whether the Tribunal had concurrent jurisdiction over employment-related human rights matters in a unionized workplace.  




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Ontario, Canada Arbitrator Finds Employer Did Not Violate Collective Agreements by Not Recognizing National Day of Mourning as a Paid Holiday

  • Arbitrator dismissed four union grievances alleging National Day of Mourning should have been a paid holiday.
  • It is not enough for a day to be referred to as a “holiday” by a governmental entity to be deemed as such for collective agreement purposes; a legislative process culminating in the proclamation of the day as a “holiday” is required.




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Montana Enacts a Name, Image, and Likeness Law for Student-Athletes

Montana Senate Bill 248 went into effect on June 1, 2023. This law allows student-athletes to earn compensation from Name, Image, and Likeness (NIL) endorsement deals and is part of a trend of NIL legislation being passed by states that allow student-athletes to monetize endorsement deals.




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Canada Announces Increase in Off-campus Work Hours for Study Permit Holders

On April 29, 2024, The Honourable Marc Miller, Minister of Immigration, Refugees and Citizenship, announced that effective the fall semester 2024, international students holding a valid study permit will be permitted to work up to 24 hours per week off campus during the school term. The current policy permits international students to work up to only 20 hours per week off campus during the school term.

This change is designed to not only help students gain work experience and offset expenses, but also to address ongoing Canadian labour shortage needs.




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Ontario, Canada: Bill 149, Working for Workers Four Act, 2023 Introduced for First Reading

UPDATE: On March 21, 2024, Ontario’s Bill 149 - Working for Workers Four Act, 2024 received Royal Assent. The amendments to the ESA made by Bill 149 came into force on the day it received Royal Assent, with the following exceptions:




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Supreme Court of Canada Confirms “Owners” of Construction Projects Are “Employers” Under OHSA

  • Supreme Court of Canada lets stand decision finding an “owner” of a construction project can be considered an “employer” within the meaning of the Occupational Health and Safety Act (OHSA).
  • This decision has significant implications for the construction sector, as a project owner can now be liable for OHSA violations of its contractor, subject to a due diligence defence.  




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Effective January 1, 2024, Employers in British Columbia, Canada Have Duties to Cooperate and to Maintain Employment Regarding Certain Workplace Injuries

On November 24, 2022, Bill 41 – 2022: Workers Compensation Amendment Act (No. 2), 2022 (Bill 41), which introduced changes to British Columbia’s Workers Compensation Act, received Royal Assent. Effective January 1, 2024, Bill 41 imposes certain duties on employers and employees following a workplace injury.




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Connecticut Employers Can Terminate Employees Impaired by Medical Marijuana While Working; Appellate Court Also Provides Guidance for Reasonable Suspicion Drug Tests

In a significant decision about workplace drug use, the Connecticut Appellate Court backed an employer’s right to terminate a worker who was impaired on the job by medical marijuana. The decision also clarified the factual basis an employer must possess to justify ordering a drug test based on suspicion of impairment.




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Ontario, Canada Court Affirms City Lacked Control of Workplace and Exercised Due Diligence, Upholding Acquittal of OHSA Charges

In R. v. Greater Sudbury (City), 2024 ONSC 3959, the Ontario Superior Court of Justice (OSCJ) dismissed an appeal of the trial judge’s decision in which she acquitted the City of Sudbury (City) of various charges under the Occupational Health and Safety Act (OHSA).




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Employer Zero-Tolerance Marijuana Policy Justified Termination, Federal District Court Agrees

  • A recent federal court decision agreed an Illinois employer had the right to enforce a zero-tolerance policy on marijuana use.
  • Off-the-job marijuana use can trigger employee discipline so long as it is not unreasonable or discriminatory.




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Employer Zero-Tolerance Marijuana Policy Justified Termination, Federal District Court Agrees

Grant Goerke and Jennifer Chierek Znosko discuss a recent federal court decision that agreed an Illinois employer had the right to enforce a zero-tolerance policy on marijuana use.

Westlaw Today

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From Michael Scott to Bill Lumbergh: Legal Strategies for When a Manager Goes Rogue




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Managing Legal Compliance and Workplace Culture in the Nevada Cannabis Industry




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How Employers Can Best Protect Themselves in Montana




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Navigating Montana’s Laws Regarding Vaccination Status and Discrimination and WDEA Claims




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New Haven Office Kicks Off 2024 with a New Leader – Littler Selects Paula Anthony as Office Managing Shareholder

NEW HAVEN, Conn. (January 4, 2024) – Littler, the world’s largest employment and labor law practice representing management, has appointed Paula Anthony as office managing shareholder (OMS) of the firm’s New Haven, Connecticut office, effective January 1, 2024. Anthony succeeds Lori Alexander who will be stepping down to continue to focus on her full-time litigation and advice practice.




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Littler’s D. Porpoise Evans Appointed as Office Managing Shareholder in Miami

MIAMI (May 8, 2024) – Littler, the world’s largest employment and labor law practice representing management, has appointed D. Porpoise Evans as office managing shareholder (OMS) of the firm’s Miami office. Evans succeeds Lori Brown, who will fully shift her role to focus on her firmwide management and operational responsibilities.




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Briana Swift Joins as a Shareholder in Littler’s Seattle Office

SEATTLE (May 28, 2024) – Littler, the world’s largest employment and labor law practice representing management, has added Briana M. Swift as a shareholder in its Seattle office. She joins the firm from K&L Gates and focuses her practice on employee benefits and executive compensation. Swift is the sixth attorney to join Littler at the shareholder level since the beginning of April.




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Littler Continues Toronto Growth with the Addition of Shana French as Partner

New arrival comes as Stephen Shore is appointed Littler’s Toronto Office Managing Partner

TORONTO (June 3, 2024) – Littler, the world’s largest employment and labour law practice representing management, has added Shana French as a partner in its Toronto office. Her arrival comes as Stephen Shore, who joined Littler in April, is named Office Managing Partner in Toronto. French joins from Sherrard Kuzz and marks Littler’s seventh partner level addition since the beginning of April.




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Littler Attorney Bruce Buchanan Publishes 2024 Edition of The I-9 and E-Verify Handbook

NASHVILLE, Tenn. (June 4, 2024) – Bruce Buchanan, an attorney in the Nashville office of Littler, the world’s largest employment and labor law practice representing management, has published the 2024 edition of The I-9 and E-Verify Handbook, along with co-author Greg Siskind of Siskind Susser, PC.




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Littler Continues Robust Canadian Expansion with Five New Additions to Toronto Office

New Additions Follow Arrival of Three Partners in Recent Months




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Littler Appoints New Leadership to Its 'Ohana Affinity Group and SOAR Program

(August 7, 2024) – Littler, the world’s largest employment and labor law practice representing management, has selected Devjani H. Mishra (Shareholder, New York) and Nicole S. LeFave (Shareholder, Austin) to lead its 'Ohana affinity group and SOAR Program, respectively.




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Three Littler Partners Recognized in the 2025 Edition of the Best Lawyers in Canada™

TORONTO (August 29, 2024) – Littler, the world’s largest employment and labour law practice representing management, is pleased to announce that three of its attorneys have been featured in the 2025 edition of The Best Lawyers in Canada™ in Labour and Employment Law.

The attorneys included in this year’s edition were:




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Ontario, Canada: Bill 190, Working for Workers Five Act, 2024 Receives Royal Assent

  • Ontario’s Bill 190, Working for Workers Five Act, 2024 (Bill 190), which amends the Employment Standards Act, 2000, Occupational Health and Safety Act, and Workplace Safety and Insurance Act, 1997, received Royal Assent, although many clarifying regulations have not yet been issued.




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Labour and Employment Law in Canada – 2024 in Review & Trends for 2025




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Ontario, Canada Appellate Court Provides Guidance to Employers on How to Draft Employment Settlement Documents

  • The Court of Appeal for Ontario found that settlement documents signed after an employee separated from employment prevented him from suing for the value of vested stock options.
  • The OCA emphasized that the employee had executed the settlement documents with the benefit of legal advice and that they clearly released the employee’s entitlement to the damages claimed.




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Crash Course in U.S. Employment Law: How a Multinational Based Outside the United States Can Avoid Big Mistakes Managing a U.S. Workforce

  • Multinationals based outside the United States that enter the U.S. market and employ U.S. staff tend to encounter hurdles, and to make mistakes, because the U.S system of labor/employment regulation is of a fundamentally different character from those of every other country in the world.  




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Canada: SCC Decision Offers Potential Insight into Privacy Rights for Private-Sector Employees

In a significant decision focused on public employers, the Supreme Court of Canada (SCC) recently held that Ontario public school boards are “government” and, as such, they are subject to the provisions of the Canadian Charter of Rights and Freedoms (Charter), and their teachers are protected from unreasonable search and seizure in their places of employment. In York Region District School Board v.




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Employers in Europe struggling to manage political discussions at work

Stephan Swinkels and Jan-Ove Becker discuss workplace issues that European employers are struggling with, including geopolitical events, political debates and LGBTQ+ rights. 

Human Resources Director Asia

View




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ETSI releases a Technical Report on autonomic network management and control applying machine learning and other AI algorithms

ETSI releases a Technical Report on autonomic network management and control applying machine learning and other AI algorithms

Sophia Antipolis, 5 March 2020

The ETSI Technical Committee on Core Network and Interoperability Testing (TC INT) has just released a Technical Report, ETSI TR 103 626, providing a mapping of architectural components for autonomic networking, cognitive networking and self-management. This architecture will serve the self-managing Future Internet.

The ETSI TR 103 626 provides a mapping of architectural components developed in the European Commission (EC) WiSHFUL and ORCA Projects, using the ETSI Generic Autonomic Networking Architecture (GANA) model.

The objective is to illustrate how the ETSI GANA model specified in the ETSI specification TS 103 195-2 can be implemented when using the components developed in these two projects. The Report also shows how the WiSHFUL architecture augmented with virtualization and hardware acceleration techniques can implement the GANA model. This will guide implementers of autonomics components for autonomic networks in their optimization of their GANA implementations.

The TR addresses autonomic decision-making and associated control-loops in wireless network architectures and their associated management and control architectures. The mapping of the architecture also illustrates how to implement self-management functionality in the GANA model for wireless networks, taking into consideration another Report ETSI TR 103 495, where GANA cognitive algorithms for autonomics, such as machine learning and other AI algorithms, can be applied.




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SESAR Deployment Manager signs MoU with ETSI for European Air Traffic Management modernization

SESAR Deployment Manager signs MoU with ETSI for European Air Traffic Management modernization

Sophia Antipolis, 27 July 2020

SESAR Deployment Manager (SDM) has recently signed an MoU with ETSI, namely to participate to the ETSI technical group making standards for aeronautics (TG AERO). SESAR aims at the modernization of Europe’s Air Traffic Management (ATM), crucial for the sustainability of European aviation and the forecasted increase in air traffic by 2035 (pre covid-19 forcast). SDM synchronizes and coordinates the deployment of common projects, translating the regulatory requirements to the industry.

Read More...




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ETSI Unveils First Cloud-Native VNF Management Specifications

ETSI Unveils First Cloud-Native VNF Management Specifications

Sophia Antipolis, 17 November 2020

The ETSI group on Network Functions Virtualization (ETSI Industry Specification Group NFV) is pleased to unveil its first specification enabling containerized VNFs to be managed in an NFV framework. The ETSI GS NFV-IFA 040 specifies requirements for service interfaces and an object model for OS (Operating System) container management and orchestration.

Read More...




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ETSI Encrypted Traffic Integration group extends term to work on cryptographic and key management models

ETSI Encrypted Traffic Integration group extends term to work on cryptographic and key management models

Sophia Antipolis, 2 August 2022

ETSI has recently extended the term of its Industry Specification Group Encrypted Traffic Integration (ISG ETI) for a two-year period through to mid-2024 to work on specific cryptographic and key management models.

Read More...




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ETSI’s Zero-touch network Service Management group renewed for two years

Sophia Antipolis, 5 October 2023

ETSI is pleased to announce the extension of its Zero touch network and Service Management group (ISG ZSM) for an additional 2 year-period.

Read More...




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ETSI Announces 1st Release of SDG OpenCAPIF Delivering a Robust, Secure, and Efficient 3GPP API Management Platform

Sophia Antipolis, 9 July 2024

ETSI is excited to announce OpenCAPIF Release 1 is now available in the ETSI Labs.

OpenCAPIF develops a Common API Framework as defined by 3GPP and this new version introduces several improvements and new features to deliver a more robust, secure, and efficient API Management Platform. These advancements are developed in tight collaboration and incorporating feedback from a growing Research Ecosystem including SNS projects such as 6G-SANDBOX, FIDAL, IMAGINEB5G, SAFE6G, ORIGAMI, ENVELOPE and SUNRISE6G.

Read More...




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MAA France: Fall All-Canadian Bowling Night for McGillians

Starts: Thu, 14 Nov 2024 22:00:00 -0500
11/14/2024 07:30:00PM
Location: PARIS, Canada




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MAA Toronto Presents - Intro To Wealth Management

Starts: Wed, 20 Nov 2024 19:30:00 -0500
11/20/2024 06:00:00PM
Location: Toronto, Canada




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Summary of Comments to CSA/CIRO Staff Notice 23-331 Request for Feedback on December 2022 SEC Market Structure Proposals and Potential Impact on Canadian Capital Markets

This document is only available in PDF format.




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Manager, Administration & Corporate Services

Job Summary: The International Food Policy Research Institute (IFPRI) seeks a qualified candidate to serve as Manager of Administration & Corporate Services for a one-year, renewable appointment in the Finance and Administration Division. The Manager of Administration & Corporate Services AFR is responsible for the overall coordination of administrative matters between IFPRI's headquarters in Washington DC and the IFPRI regional and country/project offices in Africa. The position provides management and operational support to IFPRI regional and country/project offices in Africa including related administrative aspects of current and new corporate partnerships in Africa. This position is based in Dakar, Senegal.  Essential Duties: Specific Duties include but are not limited to: Lead finance and administration functions of the Dakar office, providing operational support and oversight of day-to-day office activities.  Provide management support and oversight of the financial and administrative operations of IFPRI Regional and country/project offices in Africa, including functions such as budgeting, contracts and grants, human resources, facilities and IT management. Work closely with key administrative departments at IFPRI headquarters for accounting, human resources, computer services and facilities/office services, in the development of and roll-out of IFPRI-wide policy and procedure changes, providing guidance and training as needed to regional and country offices to ensure that the quality of operational support meets IFPRI operations standards. Regular analysis of operations capacity of IFPRI offices in Africa, identifying and making recommendations regarding opportunities for improvement in IFPRI’s administrative operations and processes, and undertaking new initiatives as agreed. Build strong relationships with Country Office Heads and Country Administrative and Finance Managers, providing advice, guidance, and support in all areas of operations and ensuring compliance with IFPRI policies and procedures. Financial reporting oversight for IFPRI regional and country offices in Africa, and supervision and management of the Hub Finance and Administration unit team, ensuring compliance with IFPRI and donor standards, policies and procedures and processes. Participation in the formulation of annual budgets and capital plans for IFPRI offices in Africa. Provide management oversight to ensure that proper financial controls are in place and processes are compliant with correct accounting procedures, providing strategic direction in developing options for addressing any weaknesses. Monitor projects in African locations on an as required basis. Facilitate decision-making on human resource (HR) matters relating to IFPRI offices in Africa (policies and procedures, labor law compliance, staffing, recruitment, conflict resolution, etc.) Work to build the capacity of finance, administrative staff members throughout IFPRI offices in Africa through regular training sessions and mentoring support. Contribute to the internal and external audit preparations for IFPRI offices in Africa and provide support on the implementation of audit recommendations and actions. Required Qualifications: Bachelor’s degree plus twelve years of relevant professional experience or Master’s degree plus ten years of relevant experience.  Minimum of four years management experience. Excellent verbal, written and interpersonal skills. Strong customer service skills. Ability to work effectively with all levels of organizations, including regional partners and donors. Ability to work autonomously, yet keep others informed. Ability to work in a multicultural setting. Excellent attention to details. Fluency in French is highly preferred.  ​Physical Demand & Work environment: Employee will sit in an upright position for a long period of time with little opportunity to move/stretch Employee will lift between 0-10 pounds Employee is required to have close visual acuity to perform activities such as: preparing and analyzing data and figures; transcribing; viewing computer terminal; extensive reading. The International Food Policy Research Institute (IFPRI) is an equal employment opportunity employer - F/M/Disability/Vet/Sexual Orientation/Gender Identity.




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Research Analyst I/II

Job Summary The International Food Policy Research Institute (IFPRI) seeks a qualified candidate to serve as a Research Analyst I/II in its Development Strategies and Governance Unit. This position is a one-year, renewable appointment, based at IFPRI’s office in New Delhi, India. The Successful candidate will have experience in using mixed methods for research and excellent writing skills. Interested applicants must have work authorization to work in India. The final grade level will be determined by level of education and years of relevant work experience. Essential Duties:  Specific duties and responsibilities include but are not limited to: Assist with the analysis of climate-smart agricultural (CSA) technologies and interventions and their increasing significance as part of agricultural adaptation in the wake of climate change, particularly in the developing countries. Assist in conducting cost-benefit analysis, constraint analysis, and policy analysis to estimate the extent to of CSA adoption in the South Asia region.  Conduct data analysis (using primary and secondary), statistical and econometric analysis. Familiarity with trade-related data and data sources to assist with the analysis of trade barriers (tariff and non-tariff) associated with various CSA technologies. Preparation of analytical reports and peer-reviewed publishable papers using information from primary surveys and secondary data. Assist in the preparation of project reports, policy briefs and journal articles. Conduct literature reviews & synthesis. Verify or triangulate key data to ensure the robustness and relevance of it in developing indices. Regular travel and meetings with various stakeholders including government officials, extension agents, local service providers, and farmers to gather inputs for drafting reports. Assist in organizing high level policy forum, workshops and seminars. Required Qualifications:  At the Research Analyst I level, Bachelors’ degree plus two years of relevant experience, or Master’s degree in Economics, Rural Development, Public Policy, or a closely related field. At the Research Analyst II level, Master's degree in the above-mentioned fields plus three years of relevant post Master’s work experience. Demonstrated experience working with large quantitative data sets (data cleaning, management, analysis, etc.) Knowledge of standard econometric tools Excellent Stata, data visualization (Tableau/Power BI), MS Excel and ArcGIS skills (knowledge of ArcGIS and Tableau/Power BI is not compulsory)  Demonstrated strong writing skills. Fluency in written and spoken English and Hindi Ability to work independently, with initiative and minimal supervision. Preferred Qualifications:  Experience in fieldwork, using mixed methods for research. Experience in designing and conducting focused group discussions, semi-structured interviews, and analysis of policy documents.   Experience working in rural South Asia Experience in liaison and coordination with ministries and departments.  Physical Demands and Work Environment Employee will sit in an upright position for a long period of time. Employee will lift between 0-10 pounds. Employee is required to have close visual acuity to perform activities such as: preparing and analyzing data and figures; transcribing; viewing computer terminal; extensive reading.  




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Accounting Manager

Job Summary:  The International Food Policy Research Institute (IFPRI) seeks an Accounting Manager for a two-year, renewable appointment to provide general accounting support in the Accounting Department. This position will report to the Controller and is based at IFPRI headquarters located in Washington, DC. Essential Duties: Specific duties and responsibilities include but are not limited to: Manage the daily accounting activities required to maintain the general ledger in compliance with financial policies and procedures. Supervise, direct, and review the work of the General Ledger, Accounts Payable and Payroll accountants. Manage and oversee in-house payroll processing and federal, state, and local tax filings in a timely manner.   Maintain organized set of detailed records and files to document and support financial transactions. Routinely analyze general ledger accounts to ensure accuracy and appropriate summaries of accounts detail is maintained.  Prepare and/or review general ledger bank account reconciliations and ensure reconciling items are cleared in a timely manner. Respond to inquiries and assist staff to resolve issues in a timely manner. Inform Controller of relevant issues regarding financial controls, accounting, and reporting. Recommendations improvements to accounting processes and procedures and assist with implementation as needed. Assist with internal and external audits.   Ensure field office transactions are recorded timely and accurately.  Serve as the point of contact for accounting matters for IFPRI’s field offices. Perform other duties as assigned or required.   Qualifications:  B.S. Degree in Accounting plus ten years of relevant work experience, a Masters Degree in Accounting plus seven years of relevant work experience, or equivalent experience At least two years as management experience  Experience using Deltek Costpoint 8.1 or higher preferable Knowledge of GAAP and USAID regulations Experience with basic grant/contract administration Proficiency with Microsoft Excel and Word Strong supervisory experience Detail oriented – strong analytical skills Ability to work independently and multi-task under tight deadlines in a fast-paced environment Excellent interpersonal skills with demonstrated ability to work in a multi-cultural environment Excellent written and verbal English communications skills Strong organizational skills with ability to prioritize work Physical Demand & Work environment: Employee will sit in an upright position for a long period of time.  Employee will lift between 0-10 pounds.  Employee is required to have close visual acuity to perform activities such as: preparing and analyzing data and figures; transcribing; viewing computer terminal; extensive reading. Salary Range: The expected salary range for this job requisition is between $85,600 - $104,900.  In determining your salary, we will consider your experience and other job-related factors.  Benefits IFPRI is committed to providing our staff members with valuable and competitive benefits, as it is a core part of providing a strong overall employee experience. This position is eligible for health insurance coverage and a  summary of our benefits can be found on our website . Please note that the listed benefits are generally available to active, non-temporary, full-time and part-time US based employees who work at least 25 hours per week.  The International Food Policy Research Institute (IFPRI) is an equal employment opportunity employer - F/M/Disability/Vet/Sexual Orientation/Gender Identity.