Service Area: Employment, Labour, and Human Rights

Working notice of termination or pay in lieu (i.e. “severance”) is afforded to employees in order to provide them with enough income or time to[...]

When a job is lost for reasons that an employee disagrees with, feels are unjust, or are in bad faith, what that employee sometimes wants[...]

For non-salaried employees and their employers, termination entitlement can be a complicated matter. Sometimes employees’ entire pay structures are centered on bonuses and commissions. Upon[...]

In nearly every situation where an employee has been terminated for just cause, both the employee and the employer are angry. Employers frequently express shock[...]

For many executives, a great portion of their remuneration is derived from company shares. In the context of wrongful dismissal litigation, the value of those[...]

An employer has an obligation to provide a harassment-free and healthy work environment.  Ontario’s human rights legislation does not require an employee to be the[...]

There are practices that an employer can put into play at the outset of the hiring process to ensure that they are reaching out to[...]

Importantly, Ontario’s Human Rights Code and the Canadian Human Rights Act do provide employment protections against discrimination in hiring and promotion based on race, creed,[...]

Many employers require employees to agree to a probationary period (usually 3 months, but sometimes longer) during which the employer can dismiss the employee for[...]