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COVID-19 and the Workplace

Whether you are an employer or an employee, this unprecedented set of circumstances has raised a lot of difficult questions. If you are unsure of your rights and obligations, we are here to help.

Please keep checking this blog and follow our social media feeds to keep up to date.

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Don’t judge a relationship by its title: Misclassification of employees as contractors

Employment relationships are not always black and white, even if there is a written agreement…

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Bonus Clauses: Be Sure they Say What You Think They Say

Bonus: You will be entitled to a discretionary annual bonus of up to 40% of…

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You Can Fire Someone Without Saying So, But Even “I Quit” May Not Be a Resignation

The Unintentional Dismissal: Be Careful What You Say to Your Staff We all know that…

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Compliance with Bill 132

So What Happens If We Don’t Comply With Bill 132?

As my recent Canadian HR Law blog post outlines, in September of last year, Bill…

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Charlottetown, PEI

Efficiency can’t trump safety

Candace Carnahan gave an inspiring speech in Charlottetown This week, I was fortunate enough to…

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Restrictive Covenants: What Did I Agree To?!

Imagine that you have been the loyal and dedicated employee of the same employer for…

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Preparing for Mediation

As I discussed in a recent Canadian HR Law post, when it comes to mediation,…

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Reading Fine Print of Contracts

Reading the Fine Print

Imagine the scene: one day, just like any other, you're sitting at your desk planning…

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Ontario Court of Appeal

Latest Chapter In Employment Law: Potentially Dramatic Changes To Employment Legislation And Another Court Of Appeal Decision On Termination Clauses

In this edition of The Latest Chapter, we discuss the Changing Workplaces Review, which could…

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Accomodation in the Workplace

How to Respond to Requests for Accommodation

The workplace is no longer what it used to be, and the circumstances that an…

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The Latest Chapter in Employment Law: It’s the Final Countdown… AODA Compliance Deadline on January 1

Are you a small organization in the private or non-profit sector? Then you have a deadline this New Year’s Eve to comply with the Employment Standards under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).
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Dismissal for Cause

The Need for Clear Warning Before Dismissal

As my latest First Reference Talks blog post recounts, I have often discussed the need…

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