Skip to content
HR Lawyers, Employment Lawyers, Workplace Lawyers...whatever you call us, you'll be glad you did.
Text Us: 416-864-8500  |   Meet Us: Employees / Employers |   Phone Us: 416-864-8500

Discipline and Dismissals - Articles & Videos

Accepting New Employment During a Temporary Layoff

Accepting New Employment During a Temporary Layoff

The answer is not the same in every circumstance; however, in two recent cases, it was found that an employee on temporary layoff had not resigned by accepting new employment elsewhere.

Yes, We Found Another Way to Invalidate Your Termination Clause

Yes, We Found Another Way to Invalidate Your Termination Clause

A recent decision from British Columbia reminds us that even the most bulletproof termination clauses can be rendered unenforceable when the termination is implemented wrongly.

Ontario Courts Continue to Strike Down Improperly Drafted Termination Clauses

Ontario Courts Continue to Strike Down Improperly Drafted Termination Clauses

For some time now, it has been clear that Ontario courts are taking a no-nonsense approach to the interpretation of termination clauses.

Wrongful Dismissal Claim + Turning Down Reasonable Work = Sacrificing Severance Entitlements

Wrongful Dismissal Claim + Turning Down Reasonable Work = Sacrificing Severance Entitlements

You’ve heard of Girl Math, but let’s do some HR Math. If you are pursuing a wrongful dismissal claim, and you are offered reasonable new work, but you turn it down, you could be sacrificing a significant amount of severance entitlements.

Your Termination Clause May Be Invalidated “At Any Time”

Your Termination Clause May Be Invalidated “At Any Time”

A recent unpublished decision of the Ontario Superior Court of Justice determined that simply saying that the employer can implement a without cause dismissal at its “sole discretion” and “at any time” is sufficient.

Building Services Providers as Employers

Building Services Providers as Employers

In most industries, there is no rule requiring new service providers to hire the employees of previous providers, and any severance obligations are the responsibility of the company that acted as the employer.  However, the Employment Standards Act, 2000 and Ontario Regulation 287/01 contain special rules for employees of building services providers.

Locked Up: They Won’t Let Me Out (For My Shift)

Locked Up: They Won’t Let Me Out (For My Shift)

What happens if someone is in jail and can’t make it to work? Can they be fired? Or is their contract of employment frustrated? Or does the employer have to keep their job open for them?

OHRC Finds Fighting Between Co-Workers Who Are Relatives Is Not Reprisal

OHRC Finds Fighting Between Co-Workers Who Are Relatives Is Not Reprisal

In Leason v. ADAMANDA INC. o/a Dairy Queen Grill and Chill, Huntsville, the applicant brought a reprisal complaint against the respondent employer. In that case, conduct that might have been unlawful in most cases was found not to be, because the parties were all related.

Court Decision on After-Acquired Cause

Court Decision on After-Acquired Cause

Can an employer assert just cause for a dismissal that happened years before? Here’s one case where facts came to light after the dismissal.

Reminder: Changes to the Canada Labour Code Take Effect On February 1, 2024

Reminder: Changes to the Canada Labour Code Take Effect On February 1, 2024

Significant changes to the Canada Labour Code are taking effect as of February 1st, 2024 which will impact federally regulated employers and employees.

Employment Lawyers - Rudner Law
Alternative Dispute Resolution Rudner Law

Rudner Law
15 Allstate Parkway
Suite 600
Markham, ON
L3R 5B4

Phone: 416-864-8500
Text: 416-864-8500

Email: info@rudnerlaw.ca

Google Rating
4.8
Based on 69 reviews
Rudner Law - Employment Lawyers
ADR Services for Employment Law
Back To Top