Hiring and Contracts - Articles & Videos
More Proposed Changes to Employment Laws
If Bill 27, Working for Workers Act, 2021 is passed into legislation, then the following proposed changes will become law.
Change of Substratum: Are Employment Contracts Enforceable After Substantial Changes?
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?
The Risk of Long-Term Remote Work Arrangements
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.
Can the Loss of a Work Permit lead to Frustration of Contract?
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.
Check Your Employment Contracts: Leave to Appeal Denied in Waksdale
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.
Employers: Double-check Your Termination Clauses
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.
Will Economic Conditions under COVID-19 Affect Reasonable Notice Periods?
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?
COVID-19 Pandemic: Information for Dentists and Dental Practices
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.
Rule of Thumb for Notice Upon Termination? Don’t Count On It
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 does hiring the “right person” for the job lead to potential discrimination?
When companies overlook an over-qualified visible minority for one that’s the “right fit", it can lead to potential discrimination.
