|Published on May 22, 2015||Stringer LLP Admin|
Increasingly, the courts are striking down termination provisions in employment contracts resulting in lengthy common law notice awards to employees. A recent decision from the Ontario Divisional Court continued this concerning trend.
Court of Appeal upholds decision granting employee notice period based on employment with predecessors
|Published on May 15, 2015||Stringer LLP Admin|
Court of Appeal affirms that corporate reorganizations and transactions cannot defeat employees' statutory entitlements on termination where there is a "sufficiently close relationship amongst the various companies".
|Published on May 14, 2015||Stringer LLP Admin|
Just cause is a difficult standard for employers to meet. In most cases, employees who are terminated from employment will be entitled to notice or pay in lieu of notice. However, there are circumstances where the courts will find that dismissal for cause is warranted, as illustrated in a recent decision of the Ontario Court of Appeal, Agostino v Gary Bean Securities Ltd.
|Published on May 07, 2015||Stringer LLP Admin|
A recent case involving a federal government worker serves as an illustration of some of the unique issues raised by employee misuse of technology.
|Published on April 30, 2015||Stringer LLP Admin|
Employers are often surprised to learn of the risks of constructive dismissal when suspending non-unionized employees. In a recent decision, Potter v. New Brunswick Legal Aid Services Commission, the Supreme Court of Canada was asked to decide whether an indefinite suspension with pay constituted a constructive dismissal.
Court Rejects Crown’s Bid to Use General Duty Clause to Impose More Stringent Health and Safety Requirements
|Published on April 21, 2015||Stringer LLP Admin|
While the scope of the Occupational Health and Safety Act is broad, it is not limitless. A recent decision from the Ontario Court of Justice held that where the nature of a workplace means that it is not required to implement a protective measure prescribed by the Regulations, the Crown cannot then successfully charge the employer with failing to reasonably protect a worker as a result of non-implementation of that same measure.
|Published on April 16, 2015||Stringer LLP Admin|
A recent case from the Human Rights Tribunal of Ontario provides guidance to employers on the extent of the duty to accommodate. In Pourasadi v Bentley Leathers Inc., the Applicant alleged that she was discriminated against on the basis of disability after her employment as a Store Manager was terminated. She argued that the employer failed to provide reasonable accommodation to the point of undue hardship.
Frank Portman to present at WSPS Conference & Trade Show: Understanding Bill 18: OHSA Protection for Young Workers and Unpaid Interns
|Published on April 15, 2015||Stringer LLP Admin|
Frank Portman to present at WSPS Conference & Trade Show: Understanding Bill 18: OHSA Protection for Young Workers and Unpaid Interns.
|Published on March 31, 2015||Stringer LLP Admin|
The Alberta Court of Queen’s bench recently reviewed the arbitrator’s decision in SMS Equipment, a case on which we have written before (see our update on the decision here), and one of the first in the current wave of cases concerning the entitlement of employees to accommodation for child care obligations under human rights legislation.
|Published on March 30, 2015||Stringer LLP Admin|
Last year, proposed changes to the Customer Service Standard under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”), were made available for public comment. A finalized version of these proposed changes has now been released. The purpose of many of the changes is to streamline the Customer Service Standard with the Integrated Accessibility Standard (which includes the Information and Communication Standard, the Employment Standard, the Transportation Standard and the Design of Public Spaces Standard).
|Published on March 16, 2015||Stringer LLP Admin|
2014 saw the introduction of three new leaves protected under the Employment Standards Act, 2000 (the “ESA”). These new leaves can result in significant absences from the workplace, which will create new human resources challenges for employers. Professionals engaged in workforce management and HR must be aware of these new obligations to employees in order to avoid accidental breaches of the ESA.
|Published on March 03, 2015||Stringer LLP Admin|
Early Bird registration now open for the 16th Annual Ontario Employment Law Conference in Mississauga.
|Published on February 20, 2015||Stringer LLP Admin|
Allison Taylor will present this insightful webinar through the Ontario Bar Association on March 12.
|Published on February 18, 2015||Stringer LLP Admin|
A recent decision of Canada’s Federal Court of Appeal has provided clarity to a decades-long debate as to whether non-unionized, federally regulated employees can be terminated without cause.
|Published on January 30, 2015||Stringer LLP Admin|
The Supreme Court of Canada has ruled that the right to strike is protected under the Charter of Rights and Freedoms.
- Early Bird Registration Now Open: 16th Annual Employment Law Conference
- Allison Taylor to present OBA webinar: Pregnant Employees: The Risks of Reproduction
- Federally Regulated Employees do not have Just Cause Protection
- Supreme Court Rules Right to Strike Protected by the Charter
- Termination Clauses: A Cautionary Tale
- Divisional Court Clarifies Test for a Poisonous Work Environment
- New Year’s Hangover: The Curious Case of the 27 Paycheque Year
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