1. SLO: I can appreciate the benefits to employers and employees of fair workplace practices. I can understand the responsibilities of employers and employees in the workplace.

2.  Employment arrangements are addressed in the common law, in what has been known as the law of master and servant.  This body of law refers to the nature of the employment contract, not the personal relationship of the people involved.  The contract of employment, or contract of hire, may be permanent, continuing or fixed term, either written or verbal, and is binding both parties upon acceptance by the worker.

3.  Common law compels employees to:  carry out reasonable instructions of the employer  be honest and courteous  be punctual  act in the best interests of the employer  have the skills and credentials claimed when hired, and exercise them in a competent manner  The employer, under common law, has obligations including:  provision of safe working conditions  not require unlawful conduct on the part of the employee  pay the agreed upon wage for the work performed

4.  These common law provisions are applicable to employment relationships, along with the statutory provisions of provincial governments. Most contracts of employment between individual employee and employer tend to be verbal in nature, although they may be formalized in written format as well.  Under common law, the employer is liable for the actions of the employee when the employee is directly acting within the scope of assigned duties. Subsequently, if an employee commits a tort while involved in the scope of employment, the employer may be sued for the actions of the employee.

5.  Common law provisions also apply to the terms and conditions of termination of employment relationships, including areas of termination with notice, termination without notice and severance pay. Issues of wrongful dismissal, constructive dismissal and dismissal for misconduct are also addressed within the jurisdiction of common law, while also included within the statutory provisions of some provincial jurisdictions.

6.  1. Are some occupations so important to society's well being that strikes or lockouts should not be allowed to occur within such workplaces? What alternatives might exist to a strike or a lockout?  2. Should mandatory retirement be forced upon someone wishing to work beyond age 65 in Saskatchewan? On what basis should this decision be made?