Employment / Labour
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Medical marijuana and workplace intoxication

By Bram Lecker and Jordan Reiner Marijuana is in the news almost daily with legislation underway to legalize it. Our Parliament is currently debating Bill C-45 (The Cannabis ... Read more

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Recommendations for conducting unbiased workplace investigations

An organization that decides to conduct an internal investigation when a harassment complaint is lodged by an employee must ensure that it’s carried out by unbiased, trained ... Read more

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Stuart Rudner's media roundup

Toronto-area employment lawyer Stuart Rudner is frequently called upon by the media to be a trusted source for their news stories, particularly for his focus on ... Read more

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Exploiting vulnerable workers won't be tolerated

While the average awards for cases before the Human Rights Tribunal of Ontario (HRTO) range from $10,000 to $15,000, two recent decisions involving sexual assault and harassment ... Read more

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Taking workplace sexual harassment complaints to HR

A company’s human resources (HR) department should ensure its “culture and climate” help would-be complainants feel comfortable coming forward with allegations ... Read more

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Termination clause upheld by Ontario’s Court of Appeal in recent case

By Doug MacLeod Recently, Ontario’s Court of Appeal concluded in this case that the following termination clause was legally enforceable and that the terminated ... Read more

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Bill 164 needs work, but addresses real harms, injustices

A private member’s bill that adds four grounds of discrimination to Ontario’s Human Rights Code still has some “holes” that need to be filled, but these ... Read more

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How NOT to work with your employment lawyer

By Stuart Rudner  and Nadia Zaman Our goal is to provide our clients with sound advice and zealously advocate on their behalf. Presumably, that is why they retain us. Yet ... Read more

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The termination clause: the most litigated aspect of a contract

When drafting employment contracts, it’s important that employers and their counsel pay special attention to termination clauses to avoid litigation after an employee is ... Read more

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Don't forget to mitigate in employment claims

The duty to mitigate their losses often comes as a nasty surprise to plaintiffs with constructive and wrongful dismissal claims, Toronto employment and human rights ... Read more

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Pay transparency bill introduces conflict in provincial laws

Proposed legislation intended to bridge the pay gap for women could prove challenging for recruiters as well as employers, Toronto employment mediator and arbitrator  Barry ... Read more

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LSO mandates training on workplace sexual harassment

As the Law Society of Ontario (LSO) highlights the importance of equality, diversity and inclusion (EDI) — and there's a growing awareness of the need to tackle ... Read more

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Pregnancy, parental and maternity leave 102 (federal)

By Nicole Simes We often receive calls from expecting parents asking about their rights to benefits and time off work once their child arrives. This article reviews ... Read more

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Proactive approach needed as pay parity law takes effect

Employers should take a proactive approach to legislative changes that mandate equal pay for equal work, Toronto employment lawyer  Miriam Anbar  tells  ... Read more

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Mediators craft more than simple monetary solutions

Employment law disputes often require a mediator who can broaden the range of available tools in order to move towards a resolution, Toronto employment lawyer and mediator ... Read more

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Surprise OCA decision upholds termination clause

Litigating over a termination clause remains a roll of the dice after the Ontario Court of Appeal (OCA) bucked its recent trend to uphold an imperfect clause, ... Read more

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Summer jobs attestation violates Charter: Marshall

A requirement that organizations seeking funding from the Canada Summer Jobs program sign off on an attestation that says they support Charter and other rights, including ... Read more

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Many exemptions for Bill 148's equal pay provisions

A new provision in Ontario’s labour laws that requires part-time, casual and temporary workers to receive the same rate of pay as full-time employees doing substantially the ... Read more

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Frustration of contract claim best left for lawyers: Zeilikman

A person should always consult with counsel if their job is terminated because the employer claims their contract has been “frustrated,” says Vaughan labour ... Read more

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Duty to accommodate – even when not requested

An employer’s duty to accommodate can even apply when an employee hasn’t asked for it, says Vancouver workplace occupational health and safety, and employment ... Read more

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