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.

health and safety complaint

When is a release effective to bar a safety-related complaint?

What happens when an employee who has raised health and safety concerns against its employer executes a release upon his or her termination? Can that employee still pursue a complaint against the employer?
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human rights complaint

Can A Release Bar An Employee’s Human Rights Complaint?

The question is whether an employer can protect itself from human rights complaints by having the dismissed employee sign a release?
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Return to Work

Is an employee on leave entitled to his or her pre-leave job when they return to work?

Employers are often challenged with return-to-work cases. It can be difficult for employers to balance…

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Work From Home Agreement

Looking To Revoke An Employee’s Work From Home Agreement?

These 5 Tips Will Help You Avoid A Constructive Dismissal Claim As technology advances, many…

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Employers Must Ask Questions First

Inquire Before You Fire

Employer ordered to pay aggravated damages for refusing to listen employee’s side of the story…

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non solicitation agreement

Every Employer Should Use Non-Solicitation Covenants – Here’s Why

Because non-competition clauses are typically not enforceable, the best way to protect the business you’ve worked so hard to build is to have your employees execute a carefully drafted non-solicitation covenant.
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termination clause

The Saga Continues: The Alberta Court of Appeal Weighs in on Termination Clauses in Holm v AGAT Laboratories Ltd.

Employment lawyers spend quite a bit of time with their corporate clients preparing and implementing…

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How NOT to work with your employment lawyer

Our goal is to provide our clients with sound advice and zealously advocate on their behalf. Presumably, that is why they retain us. Yet it is often frustrating to discover that our clients inadvertently undermine our ability to do so. In this blog post, we lay out some tips and tricks on how (not) to work with your employment lawyer.
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Allegations are not fact: Employers fail to investigate at their own peril

The #metoo movement should not change employers’ response to allegations of harassment: investigate before penalizing.
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Office Romance

Workplace Romance

Valentine’s Day is fast approaching, and we will soon start to see flowers and other…

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mitigation of damages

Income from Second Job CAN be Mitigation

It is trite to say that dismissed employees have a duty to mitigate their damages…

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An Employee’s Entitlement to a Bonus: Still Unsettled?

More often than not, an employee that is dismissed does not receive their bonus for…

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