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  • Workplace Training
    • Managing With Respect: Positioning Supervisors and Managers to Successfully Manage in Today's Workplaces
    • Successfully Managing the Duty to Accommodate Employees With Disabilities
    • Workplace Violence: The Ten-Point Workplace Violence Prevention Strategy
    • AODA Policy Development Management and Employee Training Modules
    • How to Use Employment Contracts to Keep Your Company Out of Court
    • Workplace Harassment: A System for Internal Resolution
    • There's an Inspector at the Door! How to Respond to Occupational Health and Safety Inspections and Investigations
    • OH&S Due Diligence in Ontario
    • Workplace Safety and Insurance: How to Manage Claims and Cut Costs
    • A Practical Guide to Maintaining the Union-Free Workplace
    • Collective Agreement Negotiations: Essential Training for Management Representatives
    • Managing Effectively in a Unionized Workplace
    • Complying With The Employment Standards Act: Hours of Work, Leaves of Absence, Permits and More
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  • About Us
  • COVID-19
  • Our Team
  • Ryan J. Conlin
  • Haadi Malik
  • Jeffrey D. A. Murray
  • Jeremy D. Schwartz
  • Allison L. Taylor
  • Landon P. Young
  • Expertise
  • Practice Areas
  • Protecting Confidential Business Information
  • Workplace Privacy
  • Attendance Management
  • Business Acquisitions and Restructurings
  • Labour Relations
  • Wrongful Dismissal
  • Human Rights
  • Construction Labour Relations
  • Employment Law
  • Workers' Compensation
  • Occupational Health and Safety
  • Union Avoidance
  • Corporate Immigration
  • Pay Equity
  • Policy Development, Review, and Compliance Audits
  • Employment Standards
  • Executive Employment
  • Workplace and Remote Training
  • Accident Investigations
  • AODA
  • Industries and Sectors
  • Retail & Grocery
  • Mining & Forestry
  • Hospitality
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  • Green Energy
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  • Logistics & Supply-Chain
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  • Not-for-Profit
  • Workplace Training
  • Managing With Respect: Positioning Supervisors and Managers to Successfully Manage in Today's Workplaces
  • Successfully Managing the Duty to Accommodate Employees With Disabilities
  • Workplace Violence: The Ten-Point Workplace Violence Prevention Strategy
  • AODA Policy Development Management and Employee Training Modules
  • How to Use Employment Contracts to Keep Your Company Out of Court
  • Workplace Harassment: A System for Internal Resolution
  • There's an Inspector at the Door! How to Respond to Occupational Health and Safety Inspections and Investigations
  • OH&S Due Diligence in Ontario
  • Workplace Safety and Insurance: How to Manage Claims and Cut Costs
  • A Practical Guide to Maintaining the Union-Free Workplace
  • Collective Agreement Negotiations: Essential Training for Management Representatives
  • Managing Effectively in a Unionized Workplace
  • Complying With The Employment Standards Act: Hours of Work, Leaves of Absence, Permits and More
  • Updates
  • Blog
  • Anti-Climactic Appellate Ruling Declines to Interpret IDEL
  • WSIB Announces New Rebate Program for Employers
  • Ontario Paid COVID Sick Leave – Latest Update
  • Ontario Paid COVID Sick Leave – Update
  • 22nd Annual, First Reference Ontario Employment Law Conference
  • Landon Young and Ryan Conlin named to the Best Lawyers in Canada 2021 list
  • Open for Business
  • Unionizing Foodora - Labour Laws Adapt to the Gig Economy?
  • Recent Amendments to Rule 76 Simplified Procedure
  • A wrongful dismissal time warp – When is two years really six?
  • Looks like a Duck: ONCA Returns Telecommunications Construction to Provincial Jurisdiction
  • Immigration Issues in M&A Transactions
  • Tribunal Awards Four Years’ Lost Wages to Job Applicant Who Lied About Immigration Status
  • Embracing the #MeToo Movement
  • Register Now for our Annual Conference
  • No “Passing the Torch”: Only Unions and Employers (Not Grievors) May Bring Judicial Review Applications
  • Alleged Multi-Million Dollar Employee Benefits Fraud at Baycrest Hospital
  • Frank Portman Appointed to Advocates' Society Labour and Employment Practice Group
  • Save the Date!
  • Can a Corporate Director face a Personal Injury Suit for a Workplace Accident? Alberta Court of Appeal Says Yes!
  • Think You Suffered Family Status Discrimination? First Things First – Were You Employed in Ontario or B.C.?
  • Does Human Rights Legislation Apply to Job Ads on Facebook?
  • Has BC Court opened the door to more court claims of harassment?
  • Employer’s Just Cause Assertion Backfires, Results in $1,000,000 in Liability
  • Never Too Late: Court Rejects Employee’s Attempt to Avoid Liability for Theft
  • Mud in the Water: Divisional Court holds limiting language required to displace presumption of reasonable notice
  • Bill 66 Proposes Further Employer-Friendly Amendments to Workplace Laws
  • Reporting Bad Conduct to Regulator Defamed Ex-Employee
  • The Truth Will Set You Free – A Bad Reference is Not Necessarily Defamatory
  • Jeff Murray Certified as a Specialist in Labour Law
  • Ontario Court Confirms that Unwanted Management is not a Constructive Dismissal
  • Zero Tolerance Policies and Medicinal Marijuana
  • Court Disregards Release where Settlement “Unconscionable”
  • Ontario Court of Appeal Finds Clarity in Termination Clause
  • Save the Date: 2018 Annual Employers' Conference
  • Suspensions: Caution Required
  • Superior Court Confirms that Employers can Fundamentally Change Employment Contracts with Reasonable Notice
  • Off-Duty Drunk Driving Not Just Cause for Termination – Even for a Firefighter
  • Standard Release Language May Not Protect Against Sexual Harassment Allegations
  • Unsafe on the Roads, Unsafe in the Warehouse: Workers Convicted of “Distracted” Operation
  • Court Confirms Signaling Does Not Have to Be a Worker’s Only Job
  • In Memory of Ted Stringer
  • Then Now Next: Ontario Government To Introduce Pay Transparency Legislation
  • Shifting Sands: Ontario Court of Appeal Upholds Termination Clause
  • Revoking Telecommute Agreement A Constructive Dismissal
  • Termination Clauses: Clearly Restrictive Language Necessary for Enforceability
  • Consideration: What’s Good for the Goose is Good for the Gander
  • The Value of Consideration: New Employer, New Contract, New Rules
  • Working Notice Inappropriate for Employees Who Cannot Work
  • No Bonus Entitlement - “Active Employment” Requirement did not Violate ESA
  • Stringer LLP - Prize in Labour Law
  • Change is Coming: Bill 148: Fair Workplaces, Better Jobs Act Passes Third Reading
  • Ambiguity Killed the Termination Clause
  • Short Service Employee gets Four Months’ Pay in Lieu of Reasonable Notice
  • Preferential Treatment for Employees with Active WSIB Claims not Discriminatory
  • Overtime Averaging: No Notice, No Harm, No Foul
  • Court Gives Guidance as to When OHSA Prosecutions May Lead to Jail Time
  • Court Limits Bonus Entitlement During Notice Period
  • Court of Appeal Rules on Employers’ Obligations to Protect Employees from Harassment and Violence when they are Away from the Workplace
  • Court Rules that Rejected Separation Packages are to Remain Confidential
  • Can a Defendant be Charged Criminally After Pleading Guilty to OHSA Charges?
  • Avoid Procedural Missteps when Accommodating Mental Disabilities in the Workplace
  • British Columbia to Reinstate Human Rights Commission
  • Court Comments on when Employers can ask for an Independent Medical Examination
  • Smoked Out: Employer Convicted When Employee Smokes in Truck
  • Court Awards Significant Costs Award Against Thieving Employee
  • Minimizing Mitigation: Court of Appeal gives employee benefit of the doubt
  • Honesty is the best policy - Court of Appeal upholds dishonest employee’s dismissal for just cause
  • Bad facts make bad law (for employers): Court recognizes new tort of harassment
  • Mitigating by returning to work: it depends on the circumstances
  • Is it work-related? Novel workers’ compensation decisions deal with harassment and assault
  • Private member’s Bill seeks union-favourable amendments, without waiting for the Changing Workplaces Review
  • Generous termination clauses: Think twice before making promises
  • May 3 - Ryan and Jeremy to Present on Marijuana in the Workplace at WSPS Conference
  • Using independent contractor not a “get out of jail free” card
  • Constructive dismissal? A question of interpretation
  • March 31 - Last day for early bird registration
  • The Accidental Termination
  • Addiction without compulsion: no defence to serious misconduct using the “hybrid” approach
  • Probationary clauses: A double-edged sword for employers
  • No evidence? No aggravated damages – Employees must prove basis for damages based on manner of dismissal
  • Alberta court rules on the limits of good faith in the performance of employment contracts
  • When a resignation isn’t really a resignation
  • “Uncommon” employers – Corporate Structure vs Employment Obligations
  • Mitigation – A duty to act in your own professional interest
  • Medical Evidence and Employee Absences
  • Happy Holidays
  • Employers Need “Reasonable Basis” to Allege Just Cause
  • The Tail Wags the Dog: Federal Sector Employee Vetoes Employer`s Appointment of Investigator
  • Re-Balancing the Express Entry System – IRCC puts the focus on human capital, skills and experience
  • Landon Young named to the Best Lawyers in Canada 2017 list
  • Supreme Court Decision May Protect Defendants Charged with OHSA Offences from Unreasonable Delay
  • AODA Customer Service Standard Changed July 1
  • Court of Appeal Gives Mark-Fabricating Teacher an "F"
  • Putting on the Brakes: The Limits of the Common Employer Doctrine
  • After the Accident: Pitfalls to Avoid for Employers after Workplace Accidents
  • It Takes Two to Tango: Superior Court Rules on Employees’ Duty to Facilitate in the Accommodation Process
  • Ryan Conlin Speaking on OHS in the Daily Commercial News
  • More Time, More Money: New, Unique Employment Standards Act Leaves Proposed by Legislature
  • Fixed-Term Fiasco: Employee Profits off of Termination of Term Contract
  • Human Rights Tribunal Rules on Family Status Protection for Infrequent and Unexpected Childcare Obligations
  • Employer Liable for Disclosure of Employee Confidential Medical and Employment Information
  • Yes, the AODA Applies to Construction Employers
  • Federal Court of Appeal Rules on When Federal Employers Must Appoint a Workplace Violence Investigator
  • New Protections for Children in the Entertainment Industry
  • Tip Protection for Servers – New Changes to the ESA
  • DNF: Waiver Fails to Protect Self-Insured Employer from Injured Employee’s Court Action
  • New Limits on Criminal Records Checks
  • Probationary Panacea: Divisional Court Affirms Rights of Employers to Dismiss Probationary Employees without Reasonable Notice
  • Ryan Conlin Speaks to the National Post re Metron
  • Judge Imposes Jail Time on Metron Construction Site Supervisor
  • Jumping to Conclusions Proves Costly for Employer
  • Reduce, Reconsider, Restore: Court of Appeal Strikes Down Reduction of Notice Period Due to Economic Circumstances of Employer
  • Ontario Government Ramps Up AODA Enforcement - Is Your Organization Compliant?
  • Turning of the Tides? Record Setting Human Rights Damage Award Overturned in British Columbia
  • Dial “D” for Dismissal: Employee Fired after “Pocket-Dial”
  • New OLRB Rules Make Responding to Construction Industry Applications for Certification Even More Difficult
  • Court Precludes Terminated Employee from Relying on Employer’s Apology
  • Court finds Abandonment for Failure to Return to Work or Provide Medical
  • What Employers Need to Know about Opinions from Non-Doctor Health and Medical Professionals
  • Ontario Superior Court takes “Trust” Approach to Mitigation at Summary Judgment
  • Workplace Investigations – Will Yours Survive Tribunal Scrutiny?
  • Supreme Court to Review Definition of “Unjust” Dismissals for Federal Employers
  • Workplace Policies Key in BC Court of Appeal Decision Upholding Just Cause Dismissal
  • Double the Previous Record Awarded in Damages for Sexual Harassment
  • Ontario Court Awards Dependent Contractors over Two Years of Notice
  • Court Strikes Down Termination Provision that Provides For Salary During Notice Period
  • Court of Appeal upholds decision granting employee notice period based on employment with predecessors
  • Court of Appeal Finds Progressive Discipline Not Necessary in Just Cause Dismissal
  • Adjudicator Upholds Termination for Breach of Employer’s Technology Policy
  • The Supreme Court Weighs In on Suspensions and Constructive Dismissals
  • Court Rejects Crown’s Bid to Use General Duty Clause to Impose More Stringent Health and Safety Requirements
  • The Limits on the Duty to Accommodate
  • Frank Portman to present at WSPS Conference & Trade Show: Understanding Bill 18: OHSA Protection for Young Workers and Unpaid Interns
  • Shift-Shopping Endorsement Upheld by Alberta Court
  • Proposed Changes to the AODA Customer Service Standard
  • Turning over a new leave: ESA amendments introduce new, significant categories of leaves
  • 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
  • Divisional Court Refuses to Hear Appeal of Certification in Evans v Bank of Nova Scotia
  • Supreme Court Allows Employees to “Double-Up” on Pregnancy and Parental Benefits
  • Back to Basics: HRTO Follows Figliola and Refuses to Allow Relitigation of WSIB Claim
  • Restrictive Covenant a Factor in Lengthening Notice Period
  • British Columbia Court of Appeal puts a Price on Non-Competition Provisions
  • Annual Employers' Conference
  • Failure to mitigate reduces damages in Human Rights claim
  • Outbreak? Ebola and Work Refusals by First Responders
  • Class Action Employment Lawsuit Filed Against Canadian Hockey League
  • Internship Enforcement Update
  • Tribunal fines Employers for Contraventions of the AODA
  • If it Looks Like Theft and Quacks Like Theft…the Employer may Still pay
  • Bank of Nova Scotia Overtime Class-Action Settles Out of Court
  • Strong Safety Program Protects Constructor Despite Subcontractor’s Guilty Plea
  • What’s cause got to do with it?
  • Register Now for our Complimentary, Quarterly HR-Law Webinar
  • Supreme Court Finds Store Closure Violated the Statutory Freeze
  • Deal or No Deal?
  • When is an Owner an Employee?
  • What is the next step in AODA compliance?
  • Are Your Employment Contracts Enforceable?
  • BC Labour Relations Board waters down Irving Pulp
  • Keeping the Offer on the Table Essential to Mitigation Defence
  • Federal Court of Appeal Revises Test for Family Status Discrimination
  • When can a resigning employee join a competitor?
  • Workers can Simultaneously Receive WSIB LOE Benefits and ESA Termination Pay
  • Can an employer be liable to an employee for previous service to a related employer?
  • Court Sentences OHSA Violator to Jail due to past Environmental Offences
  • Jurisdictional disputes in employment contracts
  • When Can an Employer Rely on a Limitation Period when Unilaterally Changing a Contract?
  • What Information Must (or Can) an Employer Disclose to a Union?
  • British Columbia Court of Appeal Overturns Lower Court Decision on Profit Sharing Plan
  • Personal Liability in Wrongful Dismissal Actions
  • Court of Appeal says that Compliance with an Inspector’s Order Should Not Mean a Smaller Fine
  • Ontario Imposes Mandatory OH&S Training for Workers and Supervisors
  • OLRB opens the door to harassment reprisal complaints under the OHSA
  • Happy Holidays from Stringer LLP
  • AODA Compliance Deadlines for January 2014 are Quickly Approaching
  • Ministry of Labour Announces New Training Requirements
  • SCC Protects Union Rights to Strike-Related Activity over Public Privacy Legislation
  • Two Kicks at the Can: Worker Allowed to Re-litigate WSIB Accommodation Dispute at the Human Rights Tribunal
  • Ontario Ministry of Labour announces safety blitz on recycling and waste hazards
  • Review Court Bars Wrongful Dismissal Claim Post-ESA Claim
  • Contractors Must Ensure Worker Safety at Customer Work Sites
  • Register Now for our Complimentary Quarterly HR-Law Webinar - Q3
  • Ontario Ministry of Labour blitz of the retail industry – Are you ESA compliant?
  • “Holding” Means What It Says: Court of Appeal Rejects Narrow Interpretation of Ban on Holding Cell Phones While Driving
  • Failure to Mitigate proves Costly to Plaintiff in Constructive Dismissal
  • Ontario Human Rights Tribunal Opening the Door to Duplicative Litigation?
  • Confidentiality Clause has Teeth: Police Officer forced to Return Settlement Funds
  • MOL Prosecution Continues Amidst CCAA Proceedings
  • Summary Judgement Not Always Appropriate in Wrongful Dismissal Actions
  • Register Now for our 27th Annual Employers' Conference, Labour & Employment Law Update 2013
  • Solid evidentiary burden to prove constructive dismissal due to poisoned work environment
  • Can an Arbitrator Award Damages Against an Employer for Making False Statements to the WSIB?
  • Save the Date! Don't Miss our Annual Employers' Conference
  • Upcoming AODA Obligations – Are you ready?
  • “Rocket Docket” to Summary Judgment in “Without Cause” Wrongful Dismissal Cases
  • Appeal Court Finds Compensation for Loss During Notice Period Trumps Shareholders’ Agreement
  • ONCA Confirms NO Fault-Based Workers' Compensation Grievances
  • When is a Laid off Employee Still an Employee? When he Signs a Construction Union Membership Card
  • Announcing our Complimentary Quarterly HR-Law Webinar (Q2)
  • Court Holds That Smell of Marijuana in a Vehicle Does Not Justify Drug Testing Under OH&S Legislation
  • What you Need to Know About the New Voluntary Workplace Mental Health Standard
  • Human Rights Tribunal Finds Discrimination in Request for Medical Information
  • What does “Disability” Actually Mean for Accommodation Purposes?
  • Court of Appeal Case Shows Risks of Gaps in WSIB Coverage of Executives
  • Specific Termination Provision Upheld After Sale of Business
  • Discipline Warranted for Work Refusal Complaint Not Made in Good Faith
  • Dealing effectively with OHS inspectors
  • AODA compliance: Benefits of Being Ahead of the Game
  • Responding to human rights harassment complaints: Guidelines from the HRTO
  • How NOT to Draft an Enforceable Non-Competition Agreement
  • So Your AODA Customer Service Standard Report is Past Due?
  • Announcing our Complimentary Quarterly Roundup Webinar
  • New Developments in Immigration Law for Skilled Trades
  • New Employment Contract Term Triggers Constructive Dismissal
  • Registration Now Open - Managing the Employment Lifecycle Webinar Series
  • Where WSIB Benefits Denied Civil Claim May Proceed
  • Alberta Human Rights Tribunal Awards Five Years of Back Pay and Reinstatement
  • Stringer LLP Obtains $100K Retroactive NEER Adjustment in WSIAT Appeal
  • Ontario Court of Appeal Overturns Blue Mountain Accident Reporting Decision
  • Make Sure Pre-Employment Screening is Complete Before they Start
  • Split Hairs and Sector Disputes
  • Early Bird Registration is now open for First Reference's Ontario Employment Law Conference
  • Early Morning OLRB Ruling Finds Teachers' Planned Day of Protest an Illegal Strike
  • Court of Appeal Protects Manager from Personal Liability on Employee Termination
  • Ontario as a "Right to Work" Province
  • Workwell to Rebrand: No Premium Surcharges in 2013
  • Appeal Court Expands Foreseeability Defence
  • Office Holiday Parties - The Fine Print
  • Manufacturing AUTOMATION's Fourth Annual Machine Safety Roundtable
  • Refreshing Statement on Employers' OHS Due Diligence Obligations
  • Human Rights Tribunal Finds that WSIB Discriminated Against an Injured Worker for Refusing to Provide Direct Deposit of Benefit Payments
  • Appeal Court Clarifies "Foreseeability" as Element of OHS Due Diligence
  • Director sentenced to jail time for failure to pay wages under the ESA
  • The Human Rights Tribunal Says No to Forum Shopping
  • Court Confirms No Free Standing Civil Action for Breaching OHSA
  • Random Drug Testing Debate - National Perspective?
  • Accommodating scent sensitivities in the workplace
  • What mental capacity is required to sign a release?
  • Can the Ministry of Labour Prosecute Employers for Breaches of Non-Legislative Standards?
  • Make sure to Post the new OHSA Workplace Poster October 1
  • Divisional Court Rejects Fault-Based Workers' Compensation Grievances
  • Crown Appeals $200,000 fine imposed against Corporation in Christmas Eve Fatality
  • Registration now Open for our 26th Annual Employers' Conference
  • Appeal Court Rules That Contract is Critical to Determining the Identity of the Constructor
  • When does a change in hours of work constitute a constructive dismissal?
  • ONCA Upholds Constitutionality of Legislating Salary Caps: How will this affect Ontario teachers?
  • Draft AODA Built Environment Standard for Public Spaces Released
  • Serious Safety Violation is Not Just Cause
  • Human Rights Code Amended to Include Gender Identity
  • ONCA Affirms that OLRB does not have "Superpowers"
  • $200,000 fine imposed against Corporation in Christmas Eve Fatality
  • Avoid the Hassle of Litigation's Draft your Agreements with Care
  • Conservatives Propose Dramatic Overhaul of Ontario Labour and Workers' Compensation Laws
  • ONCA Finds "Golden Parachute" Provision not Implicitly Subject to the Duty to Mitigate
  • Guilty Pleas in Toronto Christmas Eve Fatalities
  • Court Strikes Down Release Signed on Termination
  • ONCA Rules Exclusion of RCMP from Collective Bargaining Regime Constitutional
  • Bill 119 takes effect January 1, 2013
  • Narrow reading of liability for Architects and Engineers under the OHSA
  • Court Signals Summary Judgement Often Appropriate for Wrongful Dismissal Actions
  • Minister Jason Kenney Announces changes to the Immigration System to Promote Canadian Labour Market
  • Landmark Decision on Certification of ESA Class Actions and Constructive Dismissal
  • OLRB rules on electrician exemption in construction regulation
  • What Does the Crown Have to Prove in an OHSA Prosecution?
  • The Supreme Court to Lay Down the Law on Random Alcohol Testing
  • OLRB Directs Inspector to Produce Investigation Records
  • Employer Successfully Defends a Charge of Failing to Report an Accident to WSIB
  • Minor Change to the OLRB's Rules of Procedure could have a Major Impact
  • Debate Continues over Family Caregiver Leave
  • Divisional Court provides Guidance as to What Constitutes a Prima Facie Case of Discrimination
  • Forum Shopping a Growing Problem - Published in The Lawyers Weekly
  • Bill 168 and Section 50 of the OHSA: Has the Labour Board Closed the Floodgates?
  • Proposed Family Caregiver Leave goes through Second Reading
  • British Columbia Court of Appeal upholds just cause dismissal
  • The Latest on Forum Shopping: The Human Rights Tribunal is Considering Whether a WSIB Case Manager Decision is a “Proceeding”
  • Employees in fiduciary relationships may be entitled to bonuses even upon breach of duties
  • ONCA Upholds Brito but Quashes Punitive Award
  • Invasion of Privacy in the Workplace Could Lead to Liability for Snooping Employees
  • Human Rights Tribunal Heeding Clear Direction from Supreme Court
  • Taking a Hard Line on Termination Entitlements Ends Up Costing More
  • Compliance deadline for the Customer Service Standards under AODA just a few short weeks away
  • When is a lay-off actually a termination?
  • The Ministry of Labour taking an active role to combat workplace violence and harassment
  • It's Party Time: Planning a Safe and Liability Free Office Holiday Party
  • Supreme Court of Canada Rules in Favour of Postal Workers in Pay Equity Human Rights Decision
  • Changes to Privacy Legislation: Impact on Employers' Handling of Employee Information
  • Credibility Key in Avoiding Aggravated/Punitive Damages
  • SCC Weighs in on Costs Awards in Human Rights Complaints
  • OLRB Does not Have "Superpowers," Divisional Court Holds
  • Employer Hit Hard for Discontinuing Disability Benefits Shortly After Termination
  • Don't Miss our 25th Annual Employers' Conference
  • A New Way to Deal with Frivolous Human Rights Complaints Quickly and Cost Effectively
  • Human Rights Tribunal finds undue hardship test met
  • Ryan Conlin and Landon Young both presented at the first annual Health, Safety & Environment Conference and Trade Show
  • Joe Morrison Speaking at the Infonex Human Resources Management for First Nations
  • Ontario Ministry of Labour Blitz to Focus on Personal Protective Equipment
  • Don't Miss our 2011 Annual Employers' Conference!
  • Jurisdiction Over First Nations' Employment and Labour Issues: Is it Federal or Provincial?
  • Kelly McDermott quoted in the Globe and Mail
  • Human Rights Tribunal Discourages Unnecessary Naming of Personal Respondents in Applications
  • Business Visitor Status - What Every International Organization Needs to Know
  • Pay in Lieu of Notice by Salary Continuance Deemed Implicit Right
  • Immigration Law Update: Limits on Pool of Skilled Workers in Canada
  • Recent Update from the Minister of Labour on Bill 160
  • Releases Protect Employers From Human Rights Complaints
  • You Have and ESA Inspector at the Door!
  • WSIB loss of Earnings Benefits still offset against Wrongful Dismissal Damages in Ontario
  • Get ready for the new AODA Employment Standard Regulation
  • Multiple Notice Extensions Invalidated Notice of Termination
  • Allison Taylor Speaks to Canadian @HRReporter About Managing Disabled Employees
  • New WSIB Work Reintegration and NEER Policies Effective July 15
  • Integrated Accessibility Standard under the AODA effective on July 1, 2011
  • A Few Key Revisions Made to Bill 160 Before it Passed
  • Court Enjoins Unlawful Canada Post Worker Picketing
  • Mayor Ford to privatize police janitorial jobs in ongoing campaign to contract out
  • Conservative Majority to Appoint 2 New Supreme Court Justices
  • Ontario Court of Appeal Rules Non-Competition Clause Unenforceable
  • Supreme Court issues Decision in Fraser
  • Court Rules no Class Action for Constructive Dismissal
  • Quebec Introduces Incentives With New Work-life Balance Certification
  • Court finds employee did not condone changes after 15 months
  • The Enemy Within: Protecting Your Business and Confidential Information from Departing Employees
  • There's an OH&S Inspector at the Door!
  • Don't miss our April 14 Seminar
  • TTC an "Essential Service"
  • Tony Dean Panel Report Proposes Sweeping Reforms to Ontario OH&S Law
  • WSIB RETURN TO WORK DECISIONS: ARE THEY BINDING ON THE HUMAN RIGHTS TRIBUNAL?
  • Alberta Human Rights Tribunal Awards Employee $650,000
  • Attend our 24th Annual Employers' Conference
  • Order your copy Today
  • Significant Changes to the Human Rights Tribunal's Rules
  • New U.S. Labour Department Initiatives to Increase Compliance with Employment Standards
  • Join us at the 11th Annual Employment Law Conference
  • Court Certifies Overtime Class Action
  • Can Courts Force Businesses to Stay Open?
  • Plaintiffs May Think Twice Before Filing Suit Under New Rules
  • Battle of the Press Releases: WSIB and CFIB Wage PR War Over Alleged Mismanagement
  • EI Ruling May Lead to Increase in Employees Taking Parental Leave
  • Medical Dishonesty Disentitles Employee to ESA Notice
  • CIBC Unpaid Overtime Class Action to be Appealed
  • Employee Entitled to Package Given by Mistake
  • Living Organ Donors to Receive Job-Protected Leave
  • Ministry Announces Safety Blitz Aimed at Young Workers
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416-862-1616
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