Frank discusses how to best ensure you may rely on disciplinary records to prove just cause
Related Posts
Employers who only provide the minimum amounts required by employment standards legislation after termination are gambling. Sometimes this approach can…
In February, we wrote about a decision by the Federal Court of Appeal in Wilson v Atomic Energy Limited (see our earlier…
In a recent Court of Appeal Decision, Elsegood v Cambridge Spring Services, the Court awarded common law damages to an employee…
In February, we wrote about a decision by the Federal Court of Appeal in Wilson v Atomic Energy Limited (see our earlier…
Many employers include termination clauses in employment contracts to limit their liability when dismissing employees. When employers draft generous termination…
By: Jeremy D. Schwartz and Frank B. Portman The recent Supreme Court decision in Sattva Capital Corp v Creston Moly Corp …
Summary judgment has increasingly become a process used to litigate wrongful dismissal actions. It can be attractive as it allows…
The Ontario government introduced Bill 66, Restoring Ontario’s Competitiveness Act, 2018 on December 6, 2018. Bill 66 passed First Reading, and is…
In this webinar, Ryan Conlin and Landon Young provided guidance for employers on how to respond to the legal challenges…
Jeremy Schwartz compares the results of two termination grievances arising out of racist and misogynistic tweets.
Frank discusses how to best ensure you may rely on disciplinary records to prove just cause
The recent admission of a large number of new health professions to those recognized in the Ontario Regulated Health Professions Act,…
Ryan Conlin and Jeremy Schwartz discuss a landmark WSIAT decision which held sections of the Workplace Safety and Insurance Act…
The Ontario Superior Court recently awarded four months of pay in lieu of reasonable notice to an employee with less…
This is segment 2 of 5 from our Q3 webinar held on Thursday, October 10, “Recent Developments in Summary Judgement Motions”

