Hiring and Contracts - Articles & Videos
What happens when an employee’s job has changed so much that the relationship is completely different than it was when they signed their contract of employment?
Can you insist that employees return to the workplace? What if they have moved far away, assuming they would be able to continue working remotely? As is often the case, the answer is "it depends". But in this scenario, the answer may change as time goes on.
The answer to the question posed by the title of this week’s blog is, in short: yes, it can. Of course, that doesn’t mean that it always will.
Recently, the Supreme Court of Canada denied leave to appeal in Waksdale v Swegon North America Inc (Waksdale), which means that the Ontario Court of Appeal's decision remains the law in Ontario.
If you thought the termination clauses in your employment contracts were air-tight, think again. The unsettled field of employment law strikes again in the Ontario Court of Appeal decision in Waksdale v Swegon North America Inc.
Can an employer offer a reduced severance package when they are in dire financial straits? What if it is the result of a global pandemic and its economic aftermath?
The purpose of this post is to try to address some of the main questions and concerns you may have as an employer in the face of the COVID-19 pandemic.
If you are an employer or an employee, you have probably heard that the general rule of thumb when it comes to entitlement to notice upon termination is one month per year of service. Is that really true? What does the law have to say?
When companies overlook an over-qualified visible minority for one that’s the “right fit", it can lead to potential discrimination.