|December 10, 2019|
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.”
|December 9, 2019|
Stuart Rudner, an employment lawyer and mediator in Toronto, says he advises corporate clients against imposing blanket bans on workplace relationships.
|December 6, 2019|
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.
|December 4, 2019|
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.
|November 28, 2019|
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.
|November 26, 2019|
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.
|November 20, 2019|
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?
|November 14, 2019|
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.
This article was originally published by The Lawyer’s Daily (www.thelawyersdaily.ca), part of LexisNexis Canada Inc.