|Published on April 17, 2017||Stringer LLP Admin|
Ryan Conlin and Jeremy Schwartz will be speaking on May 3 at Partners in Prevention presented by the WSPS.
|Published on April 12, 2017||Stringer LLP Admin|
A business’ obligations to its workers will depend on whether the workers are employees or independent contractors. However, a recent decision reminds us that, even where a worker is a true independent contractor, this distinction may not preclude a business being liable to third parties, such as customers, when the worker does something wrong.
|Published on April 05, 2017||Stringer LLP Admin|
Would it be a constructive dismissal to refuse to pay an employee the third of a million dollars you owe him? Perhaps not.
|Published on March 31, 2017||Stringer LLP Admin|
March 31 is the last day for early bird registration at this year's Ontario Employment Law Conference.
|Published on March 15, 2017||Stringer LLP Admin|
A recent Ontario Court of Appeal decision highlights the importance of maintaining composure – and not venting frustrations upon employees.
|Published on March 03, 2017||Stringer LLP Admin|
The law on addiction has evolved over the years in arbitral jurisprudence. Earlier decisions treated illness as a mitigating factor on penalty. In more recent decisions, arbitrators have treated the human rights accommodation analysis as relevant to the assessment of the gravity and culpability of misconduct itself.
|Published on February 17, 2017||Stringer LLP Admin|
Many employers use probation periods to assess new employees, and use contractual probationary clauses which purport to limit termination entitlements. Unfortunately, poorly drafted clauses may run afoul of the law and expose employers to significant reasonable notice awards.
No evidence? No aggravated damages – Employees must prove basis for damages based on manner of dismissal
|Published on February 08, 2017||Stringer LLP Admin|
Court affirms there must be sufficient evidence that the employer’s conduct was egregious before an award of aggravatedCourt affirms there must be sufficient evidence that the employer’s conduct was egregious before an award of aggravated damages is appropriate. damages is appropriate.
|Published on January 31, 2017||Stringer LLP Admin|
In a recent decision, the Alberta Court of Appeal strongly affirmed employers’ right to terminate employees without cause, and without giving reasons. Further, the Court ruled that there is no good faith duty on the part of employers to refrain from exercising their discretion to dismiss employees simply because dismissing them will deprive them of bonus payments which have not yet vested
|Published on January 24, 2017||Stringer LLP Admin|
How do you know when an employee has quit her job? It may seem like a simple question, but the answer recently eluded an Ontario employer, who improperly took an employee’s apparent resignation at face value.
|Published on January 11, 2017||Stringer LLP Admin|
In a recent decision, the Ontario Divisional Court overturned a trial judge’s ruling that one corporation’s obligations to employees “flowed” to an alleged successor.
|Published on December 30, 2016||Stringer LLP Admin|
The court ruled decisively that, when it comes to assessing re-training decisions and an employee's duty to mitigate, it is not appropriate to require a former employer to finance an employee's otherwise perfectly valid personal choice.
|Published on December 23, 2016||Stringer LLP Admin|
A recent decision from the Ontario Superior Court of Justice confirms that employers are within their rights to require medical notes when employees are absent from work, but stands as a warning to employers that although they can ask, they may not be able to summarily terminate an employee who fails to comply.
|Published on December 21, 2016||Stringer LLP Admin|
Happy Holidays from all of us at Stringer LLP.
|Published on November 30, 2016||Stringer LLP Admin|
Employers be warned - engaging in high-handed, bullying behaviour when dismissing an employee may be a costly strategy.
- Mitigation – A duty to act in your own professional interest
- Medical Evidence and Employee Absences
- Happy Holidays
- Employers Need “Reasonable Basis” to Allege Just Cause
- The Tail Wags the Dog: Federal Sector Employee Vetoes Employer`s Appointment of Investigator
- Re-Balancing the Express Entry System – IRCC puts the focus on human capital, skills and experience
- Landon Young named to the Best Lawyers in Canada 2017 list
- Supreme Court Decision May Protect Defendants Charged with OHSA Offences from Unreasonable Delay
- AODA Customer Service Standard Changed July 1
- Court of Appeal Gives Mark-Fabricating Teacher an "F"
- Putting on the Brakes: The Limits of the Common Employer Doctrine
- After the Accident: Pitfalls to Avoid for Employers after Workplace Accidents
- It Takes Two to Tango: Superior Court Rules on Employees’ Duty to Facilitate in the Accommodation Process
- Ryan Conlin Speaking on OHS in the Daily Commercial News
- More Time, More Money: New, Unique Employment Standards Act Leaves Proposed by Legislature
- Fixed-Term Fiasco: Employee Profits off of Termination of Term Contract
- Human Rights Tribunal Rules on Family Status Protection for Infrequent and Unexpected Childcare Obligations
- Employer Liable for Disclosure of Employee Confidential Medical and Employment Information
- Yes, the AODA Applies to Construction Employers
- Federal Court of Appeal Rules on When Federal Employers Must Appoint a Workplace Violence Investigator
- New Protections for Children in the Entertainment Industry
- Tip Protection for Servers – New Changes to the ESA
- DNF: Waiver Fails to Protect Self-Insured Employer from Injured Employee’s Court Action
- New Limits on Criminal Records Checks
- Probationary Panacea: Divisional Court Affirms Rights of Employers to Dismiss Probationary Employees without Reasonable Notice
- Ryan Conlin Speaks to the National Post re Metron
- Judge Imposes Jail Time on Metron Construction Site Supervisor
- Jumping to Conclusions Proves Costly for Employer
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