Stuart Rudner - Articles & Videos
Canadian HR Reporter Readers’ Choice Awards 2025 – We Won!
The Rudner Law team is honoured to be voted one of the Canadian HRReporter Readers’ Choice 2025 winners in the Employment & Labour Law Boutique category.
Advice for Canadian employers amidst Trump’s tariff threats
We know that a lot of our clients are worried and uncertain about what this trade war could mean for them and their business.
Wrongful Dismissal Claim + Turning Down Reasonable Work = Sacrificing Severance Entitlements
You’ve heard of Girl Math, but let’s do some HR Math. If you are pursuing a wrongful dismissal claim, and you are offered reasonable new work, but you turn it down, you could be sacrificing a significant amount of severance entitlements.
What’s in a name? Legally speaking, you may not want that fancy job title.
In this update, Stuart talks about the legal implications of being called a manager, supervisor, or director.
Yes, Off-duty Conduct CAN Lead to Dismissal
What can an employer do if one of their employees makes inappropriate comments online or participates in protests or assemblies which espouse offensive views?
Another Judge Finds that COVID-related Layoff is Constructive Dismissal
We have said it many times before: temporary layoffs are constructive dismissals in almost every (non-unionized) situation. And as far back as March 24, 2020, we warned that the COVID-19 pandemic did not change that.
Dismissing Employees with Medical Issues
Can an employee who discloses a medical issue, or who goes on a medical leave of absence, be dismissed? Contrary to popular belief, the answer is yes. However, to avoid liability, the employer must be able to show that the dismissal was entirely unrelated.
Teachable moment for ESPN anchor after commenting on Zack Whitecloud’s name.
During this year’s NHL playoffs, an ESPN anchor made a comment about an Indigenous player’s name – not surprisingly, there was immediate backlash.
Can You Be Fired For Having an OnlyFans?
The age old question: can you be fired for what you do off-duty? As is often the case, the answer is “it depends”. You can be, but only in limited circumstances.
Employers should not use performance improvement plans in bad faith.
This update focuses on performance improvement plans and why employers shouldn’t use them in bad faith, just to build a file for dismissal or cut compensation – these are recipes for liability.
