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Legal Influencer

Stuart Rudner recognised as Legal Influencer in Canadian HR Law by Lexology

Stuart has been recognised as the only Legal Influencer in Canadian HR Law in the first Lexology Awards, announced in October 2018.

Relying on a bespoke automated process to analyse Lexology data, the Lexology Awards reward those who produce great legal content for their subscribers. At the end of each quarter, individual authors are recognised as Legal Influencers, and law firms or contributors as Thought Leaders.

Mental Health Week – Mental Health and the Workplace

As employment lawyers, we see every day the impact that mental health has on the Canadian workplace.
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cannabis at work

Highs and Lows: Cannabis Legalization Doesn’t Mean You Can Be High at Work

Employees: do not confuse the change in criminal laws with any change at work; they are two very different concepts and showing up high at work could cost you your job.
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global award winner employment law

2019 Global Law Experts Annual Awards

Stuart and the team at Rudner Law are honoured to have been chosen for the Canadian Employment Law Firm of the Year for 2019 in the 2019 Global Law Experts Annual Awards.
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handshake

No Shakes Please, We’re British: Determining Appropriate Conduct in the Workplace

While certain behaviours are clearly never acceptable in the workplace, there may be a new culprit on the no-no list: handshakes.
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contract breach dismissal

Not Every Breach of Contract is Cause for Dismissal

Not every breach of an employment contract permits an employer to terminate the contract and dismiss the employee without notice. That is particularly true where the breach relates, effectively, to performance.
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bill 66 ESA

Seasons Change and So Do Employment Laws: What You Need To Know About April’s Bill 66

As we still work to digest the changes brought about by Bill 148 and Bill 47, we also have Bill 66, which was passed earlier in April.
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HRTO costs

Human Rights Tribunal of Ontario: No Authority to Award Costs to a Successful Party

In the Human Rights Tribunal of Ontario, there is no authority to award costs to a successful party, no matter how frivolous the other party's position may have been.
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selfie workplace

But First, Let Me Take A Selfie: Why One New York Teacher Is Fighting Back

Employers cannot discriminate based on sex or gender, and so they should be implementing policies that are balanced and in line with current best practices.
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mediation limitation periods

Stop the Clock: Mediation and Limitation Periods

If you’re thinking about starting a claim and the deadline to file your suit may run out before you decide, entering into a mediation agreement could buy you some time.
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bad faith dismissal

Bad Faith in the Course of Dismissal: “The Damages Formerly Known as Wallace” are Still Relevant

If an employee can prove bad faith conduct by an employer in the manner of a dismissal, then the employee may be entitled to bad faith/moral damages.
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Hollywood in the Aftermath of the #MeToo Movement

It’s now 2019, and while Me Too is part of our vocabulary now, you may not hear it every day. But that doesn’t mean that it isn’t still making news.
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The Ontario Human Rights Tribunal: Remedies and Increasing Damages

Passmore and Illumiti Inc., which was released in November of last year, and is helpful for both employers and employees as it reviews the types of remedies that may be available through the tribunal, as well as how damages are assessed.
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