Geoffrey Lowe - Articles & Videos

The Ministry of Labour has its limits. Always consult an employment lawyer so you know you have explored all your options!

Let’s assume you commence a legal action, and the defendant doesn’t bother to defend; does that mean that you simply get what you claimed without having to go through the litigation process? Not quite.

In an asset purchase, the employee’s employment terminates, unless the purchaser offers the employee employment, and the employee accepts.

You’re located in Ontario and want to sue someone in another province regarding a loss you suffered in Ontario. No problem, right? Like many aspects of the law, however, it’s not always that simple.

Whether this will be an interesting piece of trivia or binding law remains to be seen. For right now, however, harassment as a cause of action once again exists in Canada’s legal system.

What if a litigant refuses to participate in the litigation process, despite the court ordering them to? As one defendant recently learned, it can mean jail.

Is there a limit to the amount of notice an employee can be awarded – and if there is when will a Court award reasonable notice more than this amount?

There are differences in the available remedies and the process for obtaining them for provincially or federally regulated employees.

Can an employer dismiss an employee, then change its mind, unilaterally retract the dismissal, and require that the employee continue to work? The answer to this question is currently unfolding before the world in real time.

Think of it this way – it’s not a severance package, it’s a severance offer. And like any offer, you can choose whether to accept it or not.