Stuart Rudner

Stuart Rudner
FIRM:
Rudner Law
POSITION:
Founder
AREAS OF PRACTICE:
Employment & Labour
PHONE:

Founding partner of Toronto employment law firm Rudner Law, Stuart Rudner focuses his practice on all aspects of the employment relationship including policies and procedures, hiring, employment agreements, human rights issues, reducing labour costs, restrictive covenants, discipline and termination.

He also acts as a mediator in employment-related disputes.

Mr. Rudner was called to the Ontario Bar in 1999 after receiving his Bachelor of Laws from Osgoode Hall Law School and a Bachelor of Arts (Hons) in Industrial Relations from McGill University.

Among his cases, Mr. Rudner represented the Human Resources Professionals Association at the Supreme Court of Canada in what is considered a leading employment law case of Keays v. Honda Canada Inc.

He has authored You’re Fired! Just Cause for Dismissal in Canada and contributed to four employment law texts.

Mr. Rudner chairs and speaks at conferences frequently; is the founding program director of their HR Law for HR Professionals course and the new Advanced HR Law for HR Professionals course. He has been on the Editorial Advisory Boards for both HR Professional Magazine and Consult Carswell.

In addition, Mr. Rudner serves as a member of the Board of Directors of the International Association for Human Resource Information Management (IHRIM); the Board of Directors of Lawyers International Food Enterprise (LIFE); and the Advisory Committee for the Family Education Centre.

Mr. Rudner spent years on the board of directors and council of the Ontario Bar Association and the executive committee of several sections, including the labour and employment law section. He is also a member of the HRPA Registration Committee, as well as the Ontario Bar Association’s Audit Committee and Task Force on Alternative Business Structures

Stuart has donated time and energy to organizations including United Way of York Region, the Volunteer Lawyers Service, the annual Walk to Cure Diabetes, and the One Voice Network, a York Region organization supporting agencies providing employment services to job seekers with disabilities and employers who wish to become equal opportunity employers.

Stuart Rudner Posts

Post-investigation issues – what they are, how to handle them

When the ink is dry on a workplace investigation, the job is far from done, says Toronto employment lawyer and mediator Stuart Rudner. Read more

Body art and dress codes: how much say does an employer have?

By Stuart Rudner More and more people are getting tattoos. Pew Research Center reported that nearly 40 per cent of American Millennials had a tattoo — far more than the Baby Boomer generation (only 15 per cent of people surveyed in that age group reported having a tattoo). Read more

Workplace investigation final reports must be defensible

A workplace investigation requires a conclusion and a report, says Toronto employment lawyer and mediator Stuart Rudner. Read more

The pros and cons of mediation joint sessions

By Stuart Rudner “Will I have to sit in the same room as that so and so?” That’s often the question I am asked when I discuss mediation with clients, or with parties when I am acting as mediator. And the answer to that question has changed significantly over the years. Read more

Witness interviews crucial to workplace investigation

Interviewing witnesses is one of the most important aspects of any workplace investigation — a step that’s as critical as it is challenging, says Toronto employment lawyer and mediator Stuart Rudner. Read more

Cannabis legalization doesn’t mean you can be high at work

By Stuart Rudner On Oct. 17, 2018, the recreational use of cannabis was decriminalized. For several years before that, I spoke at conferences to address extensive fears that decriminalization would lead to rampant drug use and impairment at work. Read more

Not every breach of contract is cause for dismissal

By Stuart Rudner and Anique Dublin . A British Columbia court recently ruled that an employer did not have just cause to terminate an employee even though the employee was in breach of her employment contract. Read more

Harassment suspicion should trigger workplace investigation

Employers have an absolute duty to conduct fair and thorough workplace investigations, even in the absence of a formal complaint, says Toronto employment lawyer and mediator Stuart Rudner. Read more

Seasons change and so do employment laws

By Stuart Rudner . Employers will be forgiven if they are tired of hearing about “changes to employment laws.” As Rudner Law discussed in our 2018 Year in Review , we have seen significant changes in several jurisdictions in recent times. Read more

Osgoode Law certificate course a hit with HR professionals

When Osgoode Professional Development saw the need for a certificate course to allow human resources specialists to develop a more thorough understanding of employment law, it approached Toronto employment lawyer and mediator Stuart Rudner. Read more

HRTO: no authority to award costs to a successful party

By Stuart Rudner . What if someone files an entirely frivolous lawsuit against you, refuses to settle, and forces you to go all the way to trial, where you successfully defend the action? One would hope that you would be reimbursed for some of your legal costs. And in our civil court system, you would be. Read more

Stop the clock: mediation and limitation periods

By Stuart Rudner . This case is another reminder of the many benefits of mediation . As I have written in the past (see this post, among others,) mediation can save both parties time, money, and stress; but there is one bonus of mediation that may not be top of mind. Read more

ADR works to keep disputes out of the courtroom: Rudner

Most disputes arising out of the workplace can be settled efficiently through an alternative dispute resolution (ADR) process rather than the courts, Toronto employment lawyer and mediator Stuart Rudner tells AdvocateDaily.com. Read more

Bad faith in the course of dismissal

By Stuart Rudner and Anique Dublin . Generally speaking, an employee whose employment has been terminated is not entitled to additional damages for disappointment, embarrassment, or other psychological effects flowing from the loss of employment. Read more

Data security and privacy too low on priority lists: Rudner

Advances in technology can be a double-edged sword for companies and their employees, Toronto employment lawyer and mediator Stuart Rudner tells AdvocateDaily.com . Read more