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To be enforceable, non-competition agreements must, as a general rule, be reasonable and unambiguous in terms of their geographic scope,…
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Mitigation – A duty to act in your own professional interest
When no work is available in a particular field, dismissed employees may undertake reasonable mitigation efforts by pursuing re-training to…
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In a recent decision, the Alberta Court of Appeal strongly affirmed employers’ right to terminate employees without cause, and without…
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Serious Safety Violation is Not Just Cause
Employers are often told by their lawyers that satisfying a Court that there is “just cause” to terminate an employee…
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Once a Construction Employee, Not Always a Construction Employee? Ontario Court Finds Yet Another Way to Invalidate a Termination Clause
By: Amanda D. Boyce and Erika M. Montisano A recent and troubling decision from the Ontario Superior Court of Justice…
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In a unique set of circumstances, the Ontario Superior Court recently found that changes to an employment contract which benefited…
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The Road Back Safety and Employment Law Considerations for Re Opening the Workplace
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Honesty is the best policy – Court of Appeal upholds dishonest employee’s dismissal for just cause (Demo)
Employers are often faced with the galling choice between asserting just cause for termination, and paying potentially large sums of…
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