Don’t Forget to Consider “Consideration” – Jeremy Schwartz
Related Posts
When an employer terminates an employee without just cause in Ontario, it must either provide reasonable notice of the termination,…
Summary judgment has increasingly become a process used to litigate wrongful dismissal actions. It can be attractive as it allows…
The Ontario Superior Court has ruled that an employee who continued to work for 15 months following a change in…
Most people have received (or sent) a “pocket-dial”, which is an unintentional cell phone call that is made by a…
Employers who only provide the minimum amounts required by employment standards legislation after termination are gambling. Sometimes this approach can…
By: Amanda D. Boyce and Erika M. Montisano A recent and troubling decision from the Ontario Superior Court of Justice…
The Court of Appeal recently confirmed that an employer defamed an ex-employee when the employer filed a false report with…
Don’t Forget to Consider “Consideration” – Jeremy Schwartz
By: Landon Young and Jessica Young Non-unionized employees are entitled to “reasonable notice” of termination under the common law, or…
The Ontario government introduced Bill 66, Restoring Ontario’s Competitiveness Act, 2018 on December 6, 2018. Bill 66 passed First Reading, and is…
The claim was filed 28 years ago by female employees of Canada Post with the Canadian Human Rights Tribunal (the…
The Court of Appeal recently confirmed that an employer defamed an ex-employee when the employer filed a false report with…
The Ontario Court of Appeal recently denied entitlement to bonus payout to an employee who quit his job. The Court…
Amanda discusses the law on bonus eligibility during the reasonable notice period
By: Jeremy Schwartz Some organizations subscribe to the close your eyes and think good thoughts school of drafting, when it comes to…

