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Service Area: Employment, Labour, and Human Rights

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Employment, Labour, and Human Rights

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Posted February 21, 2023

The recent Ontario decision, Steele v. The Corporation of the City of Barrie, 2022 ONSC 7245 (“Steele”), has expanded on the case law centering on[...]
Blog |
Employment, Labour, and Human Rights

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Posted January 17, 2023

While each of these cases could have its own blog post, we have decided to create a list of important cases for employers to be[...]
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Employment, Labour, and Human Rights

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Posted January 10, 2023

Constructive Dismissal is an incredibly important protection for Ontario employees – one that is often used successfully to enforce employment rights. If you ask members[...]
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Employment, Labour, and Human Rights

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Posted December 15, 2022

In a recent decision called Weilgosh v London District Catholic School Board, the Human Rights Tribunal (“HRTO”) determined that it had concurrent jurisdiction with labour[...]
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Employment, Labour, and Human Rights

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Posted November 24, 2022

The Employment Standards Act, 2000, “ESA” has been amended to require that Ontario employers create an electronic monitoring policy per the requirements of Bill 88,[...]
Blog |
Employment, Labour, and Human Rights

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Posted July 5, 2022

What are stock options? A stock option is the right but not the obligation (i.e. the “option”) to purchase stock in the Employer Corporation at[...]
Blog |
Employment, Labour, and Human Rights

Posted April 26, 2022

The mediator’s reaction to my client’s disclosure that she had secretly recorded her conversation with her boss was one of dismay.   He made it clear[...]
Blog |
Employment, Labour, and Human Rights

By: 

Posted March 15, 2022

As discussed in our previous blog posts, here and here, breaches of the Occupational Health and Safety Act (“OHSA”) come with potentially significant consequences for[...]
Blog |
Employment, Labour, and Human Rights

Posted February 3, 2022

Q: Will a pregnant woman automatically be entitled to greater amounts of reasonable notice if her employment is terminated? A: No, not necessarily.  Q: Is[...]

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