Rudner Law Blog

It is crucial that any federally regulated employers review their employment agreements as soon as possible to ensure that they meet these new minimum standards.

Clients often ask us what the process would be for appealing a Court decision, and understanding your rights to appeal are important for deciding which steps to take in your case.

Depending on the stage that the lawsuit is in, amending a pleading can go from very simple to very complicated.

As we have seen in recent years, many organizations, including the banks, go through regular downsizings that involve mass terminations. What does this mean from an employment law perspective?

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.

Before putting pen to paper, it’s crucial to know exactly what a non-solicitation clause is about, and the consequences of agreeing to it.

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

A recent decision of the Ontario Court of Appeal is an important reminder of how costly fixed term agreements can be for businesses when they are not used correctly.

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.

Any settlement reached between parties can be enforced by the Courts, whether litigation was already commenced or not. However, it is the job of the non-breaching party to take steps to enforce the settlement, which can often take time and money.

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.