Employment lawyer Stuart Rudner from Rudner Law speaks to Alan about BlackRock.

We often hear sentiments such as “peace on earth and goodwill to all” at this time of year. And yet we cannot even discuss whether it is “Merry Christmas” or “Happy Holidays” without controversy. Efforts to promote inclusiveness are often derided as “political correctness gone overboard” as some lament the fact that are “not allowed” to have a Christmas party anymore while those who celebrate other holidays are often frustrated that unlike their Christian colleagues, their holiday is not statutorily protected.

The McDonald’s incident serves as example of the broader confusion surrounding workplace romance, says Stuart Rudner, an employment lawyer and mediator with Rudner Law in Markham, Ont.

The Divisional Court’s decision in Bombardier doesn’t reflect a change in law, but it is important in that it’s “a great reminder,” says Stuart Rudner of employment and labour firm Rudner Law in Toronto. “Just because something’s not signed and in writing, it’s still a binding agreement.”

Stuart Rudner, an employment lawyer and mediator in Toronto, says he advises corporate clients against imposing blanket bans on workplace relationships.

Earlier this year, the Ontario Divisional Court upheld a decision which confirmed that an employer’s occasional flexibility with regard to an employee’s hours of work did not displace the employer’s right to enforce the agreed upon hours at a later time.

HRD spoke to Stuart Rudner, author of “Workplace Harassment: It’s Never Okay” in conjunction with Ultimate Software, who explained HR’s responsibility when it comes to workplace abuse.

In this episode, we'll consider the legal rights and obligations of employers, how to stay compliant and ways to minimize the risk of claims. Stuart Rudner is a senior lawyer, mediator, arbitrator, and founder of Rudner Law.

The Carnival of HR is dedicated to bringing together the best posts from the HR blogging community. Our article, about the supposed 'rule of thumb' for notice of termination, is featured in this edition.

Dentists usually preach good oral hygiene to prevent gingivitis and tooth decay, but preventative maintenance applies equally to employment law and, in particular, buying or selling a practice. Strategic planning, enforceable contracts, effective workplace policies, and properly implemented procedures are the employment-law equivalent of brushing and flossing, and can be tremendously beneficial in avoiding legal claims from employees. This is true of both day-to-day practice operations and practices in transition.

Perhaps you’re fresh out of school, looking for your first position as a hygienist. Or maybe you have been working as a hygienist for many years and are looking to move to a new practice (or multiple practices). Or, perhaps the dentist you have been working with has just asked you to sign a very legalistic new contract. When you are presented with that contract, what should you do? Should you sign? What difference can it really make?

It is well established that a dismissed employee has a duty to mitigate their damages by making reasonable efforts to find new employment. Recent jurisprudence confirms that this means the dismissed employee must look for and accept comparable employment, which makes sense; a former CEO should not be required to accept a job as a cashier as part of their duty to mitigate.

The employer’s duty to accommodate is often triggered when the employee requests accommodation. As with all requests for accommodation, the employee must cooperate with the employer in order to find a reasonable accommodation. However, what happens if the employee does not request accommodation and is later terminated following a positive post-incident drug and alcohol test? This was the issue before the Canadian Railway Office of Arbitration & Dispute Resolution in the case of Canadian National Railway and Teamsters Rail Conference (F.A.), Re.

Join Catherine King Ward as she delves into the world of HR consulting and the important issues that face HR professionals today and in the future. The third episode features the second part of a two part discussion with Stuart Rudner, a preeminent HR/Employment Lawyer in Canada. Stuart and Catherine discuss current issues that HR professionals are facing and the legal concerns that may arise.

If an individual is moved into a lower level role to accommodate certain restrictions and limitations identified by their doctor, does the employer have to keep their salary and perquisites the same? This may surprise many readers, but the answer is no: all else being equal, it is not unlawful to reduce an employee’s compensation in order to align it with their new role.

Join Catherine King Ward as she delves into the world of HR consulting and the important issues that face HR professionals today and in the future. The second episode features the first part of a two part discussion with Stuart Rudner, a preeminent HR/Employment Lawyer in Canada. Stuart and Catherine discuss current issues that HR professionals are facing and the legal concerns that may arise.

In some cases, U.S. companies with Canadian divisions seek to apply an American legal approach on employees in Canada. Stuart Rudner, a Toronto lawyer with his own employment and HR practice, says the result can be a fear factor. “Even if it’s non-enforceable, most people will assume that it is and they won’t take their chances,” he says. “It might be a weapon the company can use to make your life difficult.”

When it comes to how we handle disputes, there are many options. And yet the reality is that most of us tend to do things the same way every time.

Some things can’t be changed, but there are many ways in which an experienced employment lawyer can help you to protect your rights. “The key is to be proactive,” says Stuart Rudner, Employment Lawyer and Mediator, Founder of Rudner Law.

The Carnival of HR is dedicated to bringing together the best posts from the HR blogging community. Our video update on termination clauses is featured in this edition.

In a recent decision, the Ontario Divisional Court confirmed that an employer’s duty to accommodate ends when the employee is no longer capable of fulfilling the basic duties associated with their employment relationship for the foreseeable future.

Writing and updating my book has forced me to keep on top of summary dismissal cases. Reviewing all of those decisions has made it clear that there are no absolute rules, and that it is absolutely foolish to attempt to assess whether just cause for dismissal exists without considering all relevant facts.

You probably know what happens if you don’t practice good oral hygiene: tooth decay, gingivitis, and even worse. But what about preventative maintenance when it comes to employment law?

The Carnival of HR is dedicated to bringing together the best posts from the HR blogging community. Our article, about the accommodation of medicinal cannabis use, is featured in this edition.

While a bifurcated approach does not provide all the benefits of a traditional arbitration clause, it will allow the parties to choose their own “judge,” define the litigation process, establish available remedies and appeal rights, all the while maintaining confidentiality, in most disputes.

While monetary damages are the usual result of legal actions, we all know that in some contexts, reinstatement is a potential remedy. It can occur in grievance arbitrations, human rights claims, and other circumstances. Interestingly, an Ontario arbitrator recently declined to order that a wrongfully dismissed employee be reinstated due to her behaviour during the trial.

The Carnival of HR is dedicated to bringing together the best posts from the HR blogging community. Our article, about how much say your employer can have over your tattoos and piercings, is featured in this edition.

Recently, the Public Health Agency of Canada reported that in 2018 one life was lost every two hours in relation to opioids. Most of those deaths happened in British Columbia and Ontario, but the crisis has affected every part of the country. In the midst of this, it’s time for employers to take the lead in dealing with the opioid crisis in the workplace.

In Ontario, Bill 14, the Personal Information Protection Act was introduced and passed second reading in 2018, but it died on the order paper with the change in government. With more Conservative governments across Canada, which are employer-protective, it is unlikely that more restrictions will be placed on employers through provincial privacy workplace legislation, says Stuart Rudner, principal of Rudner Law in Markham, Ont., who practices on both the employer and employee side.

As we saw with the #MeToo movement, employers that fail to investigate workplace complaints face public backlash, or much worse. In Ontario, investigating suspected harassment is now the law. But what if you’re conducting a workplace investigation and dealing with difficult people? Sometimes, this is a reality. If this is your reality, here are five tips on what to do.

For as long as I have been practicing, we have referred to a “24 month cap” of notice when it comes to reasonable notice of dismissal pursuant to common law. In recent years, we have seen several cases break through the 24 month cap, with many experts suggesting that the law had evolved and that there was no more cap in place.

Stuart provides the first answer to the following question: I have been charged with assault. Will this hinder my ability to land a new job?

Hundreds of Uber drivers have joined a union in hopes of getting the ride sharing company to address their concerns about safety and working conditions. Stuart is interviewed in this report.

The Carnival of HR is dedicated to bringing together the best posts from the HR blogging community. Our article about mediation joint sessions is featured in this edition.

There are some pieces of advice that I offer repeatedly to clients in a variety of contexts. One of my favourites: “Do not rush to judgment.” Those knee-jerk, visceral or emotional reactions usually lead to bad decisions which can cost an organization dearly.

Only a very small percentage of disputes proceed all the way to a hearing or trial. The vast majority settle at some point, for reasons that are fairly well known. One of the key reasons in many cases is confidentiality; often, the parties want to avoid a public hearing and a published judgment that sets out all of the intimate details of the case, as well as the findings of the judge with respect to fault and blameworthiness. That is particularly true for defendants in most cases.

For employment lawyer and mediator Stuart Rudner with Rudner Law in Markham, Ontario, the 180-degree turn in our attitude towards sexual-harassment claims — from doubting alleged victims to the other extreme of taking complaints at face value without proof — is one of the consequences of this groundbreaking and potentially disconcerting shift in our workplace zeitgeist.

Stuart was interviewed by post-grad journalism student at Humber College in Toronto, Caitrin Hodson, for her piece on the tangible impacts of the #MeToo movement to date.

Employment lawyer Stuart Rudner says it's time for a system that allows everyone to observe their religious days in a fair and equitable manner.

It is the classic line used by judges and arbitrators when they find that summary dismissal was not warranted: “Some lesser form of discipline was appropriate.”

The outcry has prompted the city to launch an investigation. Stuart Rudner, an employment lawyer and mediator, says the situation is complex and raises many questions.

In the wake of the #metoo movement, we saw many individuals lose their jobs and careers due to allegations of sexual harassment. One question that has arisen, and which our firm has commented upon is how employers are to react when those individuals attempt to return to the workforce. In other words, what does one do when they receive a job application from someone that lost a previous job as a result of sexual harassment?

NS doctor uneasy over being asked for detailed patient information when writing sick notes, Lawyer Stuart Rudner raises privacy concerns over sick notes.

Do you wish you had more time with new grandchildren? Then lobby your employer to follow the lead of Cisco, which offers grandparents on its payroll an extra three days off, paid. Those three days are more than other big U.S. employers provide, Stuart Rudner, employment lawyer and mediator at Rudner Law in Markham, Ontario, told Considerable.

Stuart is interviewed in this article, written by Bruce Mayhew, featured in the April 2019 edition of HR Professionals Digital Magazine (page 17).

Stuart and Shaun contributed this article to the April Issue of Ontario Dentist, discussing what to look for when transitioning employees between practice owners.

This blog post contains a series of tips on how parties should approach mediation, written based upon Stuart's attendance at hundreds of mediation hearings as counsel for the employee, counsel for the employer and as a mediator.

The Ontario Human Rights Code (the “Code”) defines family status as “the status of being in a parent and child relationship.” In other words, the term can apply to the adult parents of young children, or alternatively the adult children of senior parents. In any event, the Code states that everyone has the right to be treated equally in employment on the basis of family status.

Back in 1999, mandatory mediation was introduced in a few jurisdictions in Ontario on a trial basis. In 2001, a report was submitted to the Civil Rules Committee: Evaluation Committee for the Mandatory Mediation Pilot Project, reviewing the first 23 months of the experiment. The 2001 Haan Report is detailed and lengthy. However, some key themes are readily apparent.

As we all know, employers are required to accommodate individuals to the point of “undue hardship” where the need for accommodation relates to a ground protected by human rights legislation, such as disability. The employer’s duty to accommodate is often triggered when an employee requests accommodation. But what happens when an employee does not request accommodation but the employer knows, or ought to know, that the employee has a disability and may need to be accommodated? What is the employer obligated to do then? Is there a duty to inquire?

The Carnival of HR is dedicated to bringing together the best posts from the HR blogging community. Shaun's video blog, Hollywood in the Aftermath of the #MeToo Movement, is featured in this edition.

While many modern employers believe they’re in a no-win situation when it comes to employment law, Shaun Bernstein, an employment lawyer and associate at Rudner Law, urges organizations – and their HR leaders – to cast that negativity aside and to, instead, adopt a proactive approach.

The law regarding post-termination bonus entitlement is in a state of uncertainty which might soon be clarified by the highest court in the land, as the Supreme Court of Canada has granted leave to appeal in Matthews v. Ocean Nutrition Canada Limited [2018] S.C.C.A. No. 331.

Stuart answers why notes need to be contemporaneous and why integrity of the notes is vital.

Our legal system is designed to implement a stringent appeals process. When an unsuccessful party truly believes that the Court ‘got it wrong,’ either because they wrongly assessed the facts or wrongly applied the law (or in some cases both), they have the power to appeal to a higher court who can review the ruling and issue their own determination.

Stuart has been encouraging employment and corporate lawyers to include arbitration clauses in their contracts of employment for quite some time now. The reason is simple: the parties can avoid the delays, inefficiencies and unpredictability of the standard civil litigation process by establishing a process customized to the specific case and presided over by a subject-matter expert.

In recent years, the law has evolved somewhat, all in favour of longer notice periods. The Courts have rejected the previous “rule” which capped “lower-level” employees at 12 months, reserving notice periods of more than a year for executives. As a result, we are seeing more and more awards between 12 and 24 months.

There are contradicting views on what Contemporaneous Examination Notes are and how they should be written. Stuart gives his legal opinion regarding Contemporaneous Notes in this article.

When an employer manufactures allegations of cause against an employee, they are acting directly against their obligation of good faith in the course of dismissal. Courts will be extremely critical of such conduct, and the employer may end up costing themselves more than the expenses they were trying to avoid.

In theory, employees experiencing long-term trauma or harassment on the job have been entitled to workers’ compensation benefits since 2016. However, as recently reported by the Toronto Star, the board denies over 90% of chronic mental stress claims, suggesting that the criteria being imposed should be given a critical look.

“It’s critical that employers and employees understand what the law says about accommodation — what’s required from both parties, because it should be a bilateral or two-way process,” [Rudner] said. “When it comes to requests for accommodation, it’s critical to have a very clear, defined process.”

We all know that an employer risks a constructive dismissal claim when they unilaterally impose substantial changes to fundamental terms of the employment agreement. But can they do the exact same thing simply by giving the employee notice of the change, rather than having it take effect immediately? As one recent case confirmed, yes, they can. Should they be allowed to? While some people have argued that it is unfair, Stuart's view is that if they provide sufficient notice, there is nothing wrong with it.

Enshrining protected grounds in legislation does not, unfortunately, have the effect of immediately eradicating discrimination on the basis of those grounds. However, it does send a clear message to all people who live and work in Canada that individuals who identify with these protected groups exist and that discrimination against them will not be tolerated.

“Severance is one month per year of service”, right? Wrong. Our courts have made it clear that there is no such “rule of thumb”, and that they will consider several factors beyond length of service, including the employee’s age, position, and availability of similar employment. In addition, other relevant factors can include inducement to leave prior secure employment, which can dramatically increase an individual’s entitlement and result in far more than a month of notice per year of service.

After months, if not years, of wild speculation about the impact upon the workplace of the legalization of cannabis, we have now been through the first two weeks of the legal cannabis era, and the sky has not fallen. Many employers have proclaimed their fear that the law of accommodation means that employers would have to allow truck drivers to get the behind the wheel while impaired, or that employees will now be allowed to smoke up while on the job. The reality is that there have been very few reports of workplace issues over the last two weeks. So, was this much ado about nothing?

The termination of a British Columbia manager for requesting that a restaurant patron remove his hat — which sported a slogan supporting U.S. President Donald Trump — has ignited debate around politics and the workplace. Stuart offers his insight.

Police forces that ban officers outright from using recreational marijuana after it is legalized will likely face court challenges, says an Ontario employment lawyer.

What is an employer to do when they receive an application from someone that they know, or suspect, was previously outed as a sexual harasser?

"Ongoing training is also crucial, employment lawyer Stuart Rudner of Rudner Law says. “It’s critical everyone understands what the policies and procedures are,” he says, and that requires training, training and more training."

Nadia Zaman appeared on Radio Canada International (RCI) to discuss a 25-year-old server's complaint with the British Columbia Human Rights Commission. The server recently got fired because she refused to put on a brassiere in hot weather to serve patrons on the patio at the country club where she was working.

B.C. woman filed a human rights complaint over demand she wear a bra at work "If they simply require that female employees wear a bra but then they don't have a similar requirement for males, and they can't really justify that … then there is a risk that their policy's going to be deemed to be discriminatory," Zaman said.

Is it fair to use a non-competition clause to shut someone out of an industry? What about a non-solicitation clause? Will courts even enforce such restrictions?

Observing Ramadan in the workplace can throw up some issues in regards to lost productivity, breaks and exhaustion. Stuart shares his insight with Human Resources Director Canada in this article on how employers and HR can support Muslim employees during Ramadan.

One of Stuart’s pet peeves is employers who want references to help them in their candidate selection, but who refuse to provide references for their own former employees. They may do so out of fear of liability. A fear that Stuart says is irrational and unfounded.

So should workplace romance be banned? Even in the #MeToo era, bans on office romance are a no go, says Toronto employment lawyer and mediator Stuart Rudner. There is little purpose served in having a non-fraternization policy. This article was also published in the following papers: Kingston Whig-Standard Northern Daily News (Kirkland Lake) The Chatham Daily News Woodstock Sentinel-Review Daily Observer (Pembroke) Niagara Falls Feview Daily Herald-Tribune (Grande Prairie) Welland Tribune St. Catharines Standard The Brockville Recorder & Times Sarnia Observer Owen Sound Sun Times Peterborough Examiner The Belleville Intelligencer Brantford Expositor London Free Press Winnipeg Sun

"Rudner warn[s] against using more than one annotation tool in a law department. Annotations created by one application can’t necessarily be read or edited using another."

In addition to training and fair investigations, employers should consider the needs of all parties addressing allegations of harassment. See Stuart comment on how workplace sexual harassment affects mental health in this news segment.

Stuart Rudner, an employment lawyer and mediator in Toronto, says it's important to decide whether you want to stay in the job. If you do, then first try working out other methods of compensation, such as additional vacation days or flexible hours so you can work from home, or good old cash.

Stuart answers why notes need to be contemporaneous and why integrity of the notes is vital.

Focus on E-Discovery: Standards for electronic evidence needed "Rudner says that the discovery process can be wired so that everyone has the same information on their own screens, and that becomes a similar discussion prior to trial. There, part of the discussion is whether the courtroom is wired for electronic documents or whether they have to put together a system. Most of this can be resolved at a pre-trial conference."

Stuart Rudner and Brittany Taylor write about What To Do If Your Employee is "One of Them".

“The fax is an antiquated technology,” wrote Stuart Rudner. “That said, in order to properly and easily serve a court document in Ontario, the fax is still necessary. ... That’s the only reason that my new firm has a fax number.” Having a fax number doesn’t mean you have a fax machine. “We use an online fax service,” explained the employment lawyer and mediator at Rudner Law.

Ontario’s Bill 148 contains controversial provisions viewed as negative for many employers. “Most of the changes are intended to protect lower-level workers by increasing minimum wage, sick days and vacation,” says Stuart Rudner, [founder of at Rudner Law]. “But they look like they will have an impact on small businesses, maybe not mid-sized businesses."

Stuart Rudner told the Globe and Mail a few years ago, employers must walk on egg shells when approaching an older worker with performance issues: “As soon as you say anything …’You seem to be slowing down,’ even if it relates to age indirectly, you are opening yourself to a human rights claim… you have got to treat this so cautiously.”

Lawyer and author Stuart Rudner has opened a new firm. Located in Markham, Ont., Rudner Law was created with a focus on employment law and dispute resolution and mediation in mind.

Stuart explains your options if one of your employees is caught “on tape” (as we used to say) at a rally of white supremacists / neo-Nazis, avidly chanting racist, anti-Semitic and other offensive slogans?

Stuart answers this question: If an employee is required to sign a new employment contract that introduces a new severance clause and changes other elements in order to get a promotion, is the new position enough to justify the changes?

Stuart is interviewed on BC Almanac (@BCalmanac) on CBC Radio (Vancouver) regarding the recent decision of the BC Ferries to ban smoking, and the legal implications for the employment relationship.

Stuart is quoted in the Globe & Mail on Bill 132's effect on workplace reporting of occupational health and safety issues.

Stuart outlines the various accommodation responsibilities of employers based on the types of marijuana users they might encounter in their workplace.

Stuart on whether it is legal to expect employees that once had a corporate credit card to now cover weekly travel expenses on their own personal credit card.

Nadia Zaman comments on the Ontario Human Rights Commission’s report on sexualized and gender-based dress codes in restaurants.

Stuart is featured in a CBC News article on accommodation of medical marijuana at work, after presenting at a conference in PEI on the topic.

Stuart is quoted on the responsibilities of employers to accommodate users of medicinal marijuana.

Stuart is quoted in a Workopolis.com article on the responsibilities of employers to accommodate users of medicinal marijuana.

Stuart on the rights of employees and responsibilities of employers when it comes to temporary and part-time workers in the 'gig economy.'

Stuart and Richa's advice to employers regarding accommodation of medicinal marijuana is featured in The Lawyers Daily.

Stuart is quoted in the Globe and Mail on what an employee can do if they suspect that their bosses are involved in unethical or illegal activities.

Stuart is quoted in Canadian HR Reporter Magazine on how employers should set boundaries to avoid any potential overtime claims.

Stuart on handling medical documentation when responding to requests for accommodation.

Stuart on what you can do as an employee to deal with a bully boss.

Stuart on the importance of updating policies on drug and alcohol use in the face of increasing use of medicinal marijuana in Canada.

Stuart is quoted on the balance employers and employees must find when it comes to personal technology use in the workplace.

Stuart on why employers should tread carefully and be inclusive, particularly around the holidays.

Stuart on best practices in allocating payments in wrongful dismissal settlements.

Stuart on the importance of contracts in seasonal employment relationships.

Natalie appears on the Global Toronto Morning Show to discuss best practices when attending or hosting a company holiday party.

Stuart on how Fox News' lawsuit, and Ontario’s Bill 132 show sexual harassment is no longer tolerated.

Stuart is quoted in Ottawa Life Magazine on the importance of contracts in employment relationships.

Stuart responds in the Globe and Mail's Nine to Five column.

Stuart is interviewed by AM570 Kitchener on banning work email at home.

Stuart is quoted on an after-hours email ban by a Toronto-area school board.

Stuart authors a piece for Forensic Notes on termination for just cause.

Stuart is quoted in OHS Canada on the TTC's new random alcohol and drug testing.

Stuart addresses a reader's question about employment records in the Globe & Mail's Nine to Five column.

Stuart speaks with 680 news' Mike Eppel on 'summer brain' and the productivity issues some employers face during the warmer months.

Stuart speaks with City News about a tragic case of workplace romance gone wrong at the Toronto Star newspaper.

Stuart and Brittany discuss the importance of keeping thorough files for performance management, accommodation and complaints.

Stuart appears on CityNews discussing the impact of the Jian Ghomeshi trial on courtrooms and workplaces.

Stuart discusses accommodating medicinal marijuana in the workplace.

Stuart is quoted on workplace romances and tips for how employers can best navigate workplace relationships.

Stuart is quoted on the update to the Ontario Human Rights Commission Policy on Preventing Discrimination Based on Creed.

Stuart discusses the employer and employee's duty to participate in the accommodation process

Stuart discusses a case against WSIB taken to Human Rights Tribunal of Ontario

Stuart is quoted on the impact of allegations of sexual harassment on the individual and employer.

Stuart is quoted on criminal record checks and disclosure to employers

Stuart is quoted on hiring for a position, and whether there are limits on when an organization can hire internally.

Stuart is quoted on policies and procedure to lessen the risks of employee social media conduct making headlines.

Stuart is quoted in HR Reporter on why an 'obvious' just cause termination might not be a good idea.

Stuart is quoted on the issue of whether travel to and from a business meeting in another city considered payable.

Stuart is quoted in Canadian HR Reporter on the effectiveness of restrictive covenants.

Stuart is interviewed by Fairchild TV on employers' duty to accommodate employees who use medical marijuana in the workplace.

Stuart is interviewed by FindLaw Canada on the legal challenges a 6 hour work day would face in Canada.

Stuart is interviewed by The Lawyers Weekly Magazine on the role of teleconferencing in meeting with clients from other cities.

Natalie weighs in on a St. Michael’s Hospital probe into the conduct of a top executive.

Stuart is quoted in Business News Network on a case where an employee of Canadian National Railway Co. shared secret customer information with Canadian Pacific Railway Ltd.

Stuart is quoted on the importance of social media in developing and maintaining a successful legal practice through brand recognition and relationship management. Read the article here.

Stuart is interviewed by Global TV on the PanAm games sexual harassment case.

Natalie is quoted in the Toronto Star regarding employee rights to privacy regarding the hidden camera found in an exit sign at the Ontario Federation of Labour.

Stuart addresses how what you do outside of work can get you fired, especially in the age of social media.

Stuart appears on BNN's The Close to discuss vacation time - use it or lose it. What are the laws and how can you best manage your vacation time?

Stuart is quoted in Lexpert Magazine on how firms can leverage technology in a digital age to avoid being left behind.

Stuart is quoted in the Globe and Mail on the Ontario Ministry of Labour's 192 orders on health and safety problems at the Green Electron power plant in Sarnia.

Stuart is quoted in Law Times on how commonness of part-time employment, and the evolution of technology, has dated the Employment Standards Act.

Stuart is quoted in the Globe and Mail on how religious-turned-secular holidays effectively provide greater benefit to some members of the population than others.

Benefits Canada also picks up a Canadian Press article where Stuart addresses the rights and responsibilities of employers and employees for conduct outside of the workplace.

Stuart is quoted in In-House Counsel Magazine, on the use of office policies to reduce issues that can arise from office romances.

The Chronicle Herald also picks up a Canadian Press article where Stuart addresses the rights and responsibilities of employers and employees for conduct outside of the workplace.

Stuart discusses whether an employee can be fired for what they do outside of work.

The Edmonton Journal also picks up a Canadian Press article where Stuart addresses the rights and responsibilities of employers and employees for conduct outside of the workplace.

Stuart addresses the risks and rewards that companies face when they hastily dismiss an employee for conduct outside of the workplace.

Stuart addresses the rights and responsibilities of employers and employees for conduct outside of the workplace.

Stuart addresses the risks and rewards that companies face when they hastily dismiss an employee for conduct outside of the workplace.

Stuart addresses the risks and rewards that companies face when they hastily dismiss an employee for conduct outside of the workplace.

Stuart is quoted in the Globe & Mail: "Because of social media, an employee can still face the wrath of their employer, even if their inappropriate statements are unrelated to their workplace"

Stuart discusses privacy in the workplace with CBC Radio host Rubina Ahmed-Haque.

Stuart addresses whether an employee can be disciplined or dismissed when there is no evidence to support allegations.

Stuart appeared on BNN to discuss how what you say outside of work can in fact get you fired

Stuart is quoted in this article on when an employer can limit or prevent workers from moonlighting.

Stuart is quoted in the Globe and Mail regarding Sun News Network's Ontario bureau employees receiving more severance than employees from other provinces.

Stuart is quoted in The Lawyers Weekly Magazine on the dangers of nepotism in the workplace.

Stuart is quoted in The Lawyers Weekly Magazine about his Canadian HR Law LinkedIn group.

Stuart participates in a Q & A session on workplace romance.

Stuart offers guidance on employee conduct with a former partner in the workplace.

Stuart discusses company holiday party etiquette with James Munroe on 680 News Toronto.

Stuart's appointment to the International Association of Human and Information Resources Management Board is featured in an edition of Financial Posts's Legal Moves & Groves

Stuart speaks with City News about developments around the Jian Ghomeshi case.

Stuart is quoted in a Toronto Star investigation into whether the Canadian Hockey League treats Junior players as employees, despite contrary public statements by league officials.

Stuart appeared on City News to discuss the impact of social media on employment law cases before they go to court.

Stuart is quoted in Human Resources Management Online about employers' rights to terminate employment for actions outside of the workplace.

Stuart is quoted in this Metro News article examining the rights of employers to terminate employees for behaviour outside their workplace.

Stuart is quoted in the Financial Post on how to navigate the difficult terrain of employment termination.

Stuart is quoted in this article discussing a recent decision by the Ontario Human Rights Tribunal, which determined there are some situations in which employers don’t need to undertake an investigation.

Stuart is quoted in this article addressing recent a decision confirming childcare accommodation as part of family status under human rights legislation

Stuart helps to answer the question of whether an employee swearing in the workplace counts as misconduct.

Stuart is quoted in the Globe and Mail "Ask a Recruiter" column on head hunters' rights to request a passport copy.

Stuart is quoted in this article discussing how to ensure a seamless and cost effective transition during an acquisition.

New issues in employment law seem to pop up all the time, especially with human rights challenges to terminations, Toronto Employment Lawyer Stuart Rudner says in the spring 2014 issue of In-House Counsel magazine.

Stuart is quoted in this Globe & Mail Article on an internal Deutsche Bank Group video warning colleagues: Don't be “boastful, indiscreet and vulgar”

Stuart discussed employer and employee rights and obligations when it comes to dressing appropriately in the workplace.

The firm's innovative use of Google Hangouts is profiled in this column of Lawyers Weekly.

Stuart co-authored this article on the effects of workplace incivility.

Stuart was quoted in "Bulking up: How GoodLife Became Canada's Dominant Gym", which appeared in the Report on Business section of the Globe and Mail. Stuart addressed the enforceability of non-compete clauses in Canada.

In this issue of MoneySense magazine, Stuart is quoted on some of the consequences of ending mandatory retirement.

Stuart addressed the need for employees to provide doctors' notes for absences amid a recent statement by the Ontario Medical Association president.

Stuart is quoted in this Law Times article addressing the awarding of costs to successful parties.

Stuart is quoted in this Lawyer's Weekly article on how to effectively manage high email volumes.

Stuart discusses the rise of the older worker, and age discrimination lawsuits on Vancouver's Simi Sara Show

Stuart appeared on Toronto Speaks: Legal advice. The segment can now be viewed on our YouTube channel.

Stuart and Natalie discuss the recent bullying case involving the Miami Dolphins.

Stuart is quoted on restrictive covenants in this issue of Lawyers' Weekly

Stuart writes about the complexities of dismissal and just cause in the November issues of AutoJounal.

Stuart addresses the importance of properly characterizing two different employment relationships - employee and independent contractor

Stuart attended the Feldman Daxon HR Breakfast meeting to discuss issues relating to human resources in Canada.

Stuart discusses the unique employment law challenges facing car dealership employers and employees.

Stuart's piece in Law Times magazine examines the Ontario Human Right's Commissions decision on the "Canadian experience" requirement of some employers.

A Guide to Terminations

Stuart addresses the complexities of just dismissal cases and severance pay.

Stuart and Natalie weigh in on the case of a Mr. Lube employee's tweet for a 'spliff' while on the job.

In this edition of the Globe and Mail’s Brain Storm column, Stuart is quoted about discrimination based on weight.

Stuart Rudner interviewed on Newstalk 1010 “Friendly Fire” discussing unpaid interns.

Article by Yamri Taddese in the Law Times in which Natalie MacDonald is cited extensively.

Article by Stuart for The Lawyers Weekly.

Stuart Rudner in HR Professional offers up a comprehensive checklist that legal representatives need to consider when reviewing your company’s contracts, policies and procedures.

EJ Akkerman discusses how social media affects workplace policies and procedures, referencing Stuart Rudner extensively.

Stuart Rudner does a Q&A session with Julie Labrie for the Blue Sky Personnel Solutions HR Blog.

Stuart Rudner offers his expert opinion on a recent Federal Court ruling that could have broad implications for employees seeking accommodation for childcare-related requests.

Stuart is quoted on the importance of employers paying attention to childcare accommodation requests if they hope to stay on the right side of Canada's evolving employment laws.