It is a good practice for employers to have employees sign a full and final release when their employment is terminated in order to avoid future law suits arising from the employment relationship. Recent cases of the Human Rights Tribunal of Ontario illustrate a trend in the jurisprudence toward dismissing human rights applications by employees who have signed a release. Read about these decisions and tips to make your release enforceable in our latest update
Parador Support / About Author
Related Posts
Workplace Investigations – Will Yours Survive Tribunal Scrutiny? (Demo)
Workplace investigations have been an increasingly important topic for HR Professionals in the past few years. Employers have a duty…
28 Jul 2015
The Road Back Safety and Employment Law Considerations for Re Opening the Workplace (Demo)
In this webinar, Ryan Conlin and Landon Young provided guidance for employers on how to respond to the legal challenges…
02 Jun 2020
Accommodating scent sensitivities in the workplace
Employers must accommodate employees with disabilities to the point of undue hardship under the Ontario Human Rights Code. The accommodation of…
15 Oct 2012
Register Now for our Complimentary, Quarterly HR-Law Webinar (Demo)
Register Now! As always, our goal is to provide a concise, high-level summary of the most significant legal developments affecting…
07 Jul 2014
WSIB RETURN TO WORK DECISIONS: ARE THEY BINDING ON THE HUMAN RIGHTS TRIBUNAL? (Demo)
The Boyce decision establishes that at least in some instances injured workers are free to attempt to concurrently pursue Human…
14 Sep 2010
Allison Taylor Speaks to Canadian @HRReporter About Managing Disabled Employees
Tweet This Post Posted on Wednesday, July 6th, 2011 at 11:24 am Categories: Uncategorized.
16 Jul 2011
Controlling Costs in Defending Human Rights Complaints – Joe Morrison
Controlling Costs in Defending Human Rights Complaints – Joe Morrison
01 Nov 2011
Then Now Next: Ontario Government To Introduce Pay Transparency Legislation (Demo)
Premier Kathleen Wynne announced this morning that the Ontario government would introduce new legislation aimed at increasing pay transparency as…
06 Mar 2018
Human Rights Code Amended to Include Gender Identity (Demo)
The Ontario Human Rights Code (the “Code”) was recently amended to add “gender identity or gender expression” as a ground of discrimination….
31 Jul 2012
Is the Sky Falling? Family Status Discrimination and Shift Shopping (Demo)
By: Ryan Conlin & Frank Portman In most jurisdictions in Canada, human rights legislation prohibits discrimination on the basis of…
07 Mar 2014
Human Rights Tribunal Discourages Unnecessary Naming of Personal Respondents in Applications (Demo)
In Sterling v Wendy’s Restaurant, the applicants (a former Wendy’s employee and his wife), named 14 personal respondents, who were members…
07 Sep 2011
2014 Q3 StringerLLP HR Law Webinar, Segment 1: WSIB Return to Work (Demo)
Ryan Conlin discusses recent changes to the WSIB return to work
14 Oct 2014
Two Kicks at the Can: Worker Allowed to Re-litigate WSIB Accommodation Dispute at the Human Rights Tribunal (Demo)
Most employers are likely familiar with the WSIB return to work process which often involves a WSIB employee attending at…
12 Nov 2013
Responding to human rights harassment complaints: Guidelines from the HRTO (Demo)
You are an employer that has just received a harassment complaint from an employee. The complaint is against a valued…
28 Mar 2013
Stress Claim Tsunami: New Approach to WSIB Stress Claims
Ryan Conlin and Jeremy Schwartz discuss a landmark WSIAT decision which held sections of the Workplace Safety and Insurance Act…
29 May 2014