Stuart Rudner

Founder

Toronto Employment Lawyer - Stuart Rudner
Stuart Rudner
Founder

Phone: 416.864.8500 or 905.209.6999
Direct: 416.864.8501
Email: stuart@rudnerlaw.ca

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One of the things that I love about my practice is that every client has a story. It doesn’t matter whether it is an individual seeking advice about their employment, a family-run business, or a multinational corporation. Each one has goals and issues that they need to deal with. And there’s nothing I enjoy more than becoming their Trusted Advisor, educating them, guiding them, and working with them to develop a cost-effective strategy to pursue their goals. When disputes arise, I like to advocate on their behalf in order to protect their rights.

I am not one of those lawyers that is ideologically married to one side. While many individuals have their rights trampled on, I have also seen employees take advantage of those same rights to the detriment of their employer. I realize that there is good and bad in every group, and that is why my Toronto Area employment law firm works with both employers and employees. We are able to see every situation from both sides.

Since I have also been trained in Alternative Dispute Resolution techniques and act as a Mediator in Employment matters, I am able to see things from a third side: that of a neutral third party, working with those involved to achieve a reasonable resolution to their issues.

For the past five years, I was selected by my peers for inclusion in ‘The Best Lawyers in Canada’ in the area of Employment Law. I am routinely named in Canadian HR Reporter’s Employment Lawyers Directory (a comprehensive directory of the top employment law and immigration law practitioners in Canada) and have also been recognized as one of Canada’s top Legal Social Media Influencers. In October 2018, I was recognized as the only Legal Influencer in Canadian HR Law in the first Lexology Awards.

My Toronto area employment law firm, Rudner Law, was recently voted one of the Top 3 Employment and Labour Boutiques in Canadian HR Reporter’s Readers’ Choice Awards for 2019. Rudner Law was chosen as a winner of the Canadian Employment Law Firm of the Year for 2019 in the Global Law Experts Annual Awards. My previous firm was selected as one of the top three Employment Law firms in 2016 and 2017, the first two years these awards were given out.

I chair and teach at conferences, and I am the founding Program Director of Osgoode Professional Development’s HR Law for HR Professionals course in Toronto and the co-founding Program Director of their Advanced HR Law for HR Professionals course.

As a firm and with my family, I support a number of worthwhile causes including 360KidsJuvenile Diabetes Research Foundation, United Way, One Voice Network, Job Skills, Family Education Centre, Lawyers International Food Enterprise (LIFE), and Volunteer Lawyers Network.

I also believe in giving back to the professional communities that I am part of. Since the start of my career, I have been actively involved in the Canadian and Ontario Bar Associations and have held several leadership positions. I have also volunteered countless hours leading sessions on HR Law topics and serving on committees for the HRPA. Since our firm is based in York Region, I take particular pride in sponsoring the York Region Chapter of the HRPA and presenting an annual Employment Law update for our membership.

With two active children, much of my time is spent in dance studios and hockey arenas (and, of course, in my car driving them to and from games, practices, tournaments and competitions). I am a firm believer in using technology to make my life easier without sacrificing the needs of my clients. Rather than being chained to my desk, I can be out and about with my family. I may be at the rink, but you will find me if you need help.

At Rudner Law, our approach is simple. We want to understand your circumstances, your concerns, and your goals. We will then ensure that you understand the legal regime along with your rights and obligations. Once that is done, we work with you to design a cost-effective, practical strategy that meets your needs. We want to be your Trusted Advisor.

Don’t Accidentally Settle Your Severance Claim

The Hiring Process and Citizenship

employer obligations election day

Employer Obligations on Election Day: You Don’t Get to Decide

Termination Clauses

mediation mistakes

Mediation Mistakes: What Are Counsel Doing Wrong?

potential discrimination

When does hiring the “right person” for the job lead to potential discrimination?

body art dress codes

Body Art and Dress Codes: How Much Say Does an Employer Have?

mediation joint sessions

Better Together? The Pros and Cons of Mediation Joint Sessions

cannabis at work

Highs and Lows: Cannabis Legalization Doesn’t Mean You Can Be High at Work

contract breach dismissal

Not Every Breach of Contract is Cause for Dismissal

bill 66 ESA

Seasons Change and So Do Employment Laws: What You Need To Know About April’s Bill 66

HRTO costs

Human Rights Tribunal of Ontario: No Authority to Award Costs to a Successful Party

mediation limitation periods

Stop the Clock: Mediation and Limitation Periods

Severance Pay and the Issue of Payroll

Workplace Investigations and Suspensions

letter writing

An Open Letter Regarding Human Rights and the Ontario PC Party Resolution R4

no smoking in the workplace

Signs Regarding No Smoking in the Workplace

Can A Claim Be Brought Even When There is A Full and Final Release?

Eating at Work for time off

Enforcing Employment Standards Act is not a constructive dismissal

bill 47 coming soon

Bill 47, Making Ontario Open For Business Act, 2018

hr law course

Advanced HR Law Course

Damages In A Wrongful Dismissal Claim

Potential Damages in Wrongful Dismissal

Limitation Periods

termination clauses

Termination Clauses

business sold

Sale of Business and the Effect on Employees

human resources

The Human Side of Human Resources

bad employer rating

Can An Employer Do Anything About Negative Online Reviews?

metoo

How To Help Prevent Workplace Harassment After #MeToo

Impaired Driving and Employment

Drinking and Driving May NOT be Cause for Dismissal

calculate statutory holiday pay

Ontario Going Retro on Statutory Holiday Pay

World Day Safety and Health at Work

How To Help Keep Young Workers Safe In The Workplace

health and safety complaint

When is a release effective to bar a safety-related complaint?

human rights complaint

Can A Release Bar An Employee’s Human Rights Complaint?

Return to Work

Is an employee on leave entitled to his or her pre-leave job when they return to work?

Work From Home Agreement

Looking To Revoke An Employee’s Work From Home Agreement?

non solicitation agreement

Every Employer Should Use Non-Solicitation Covenants – Here’s Why

metoo

Allegations are not fact: Employers fail to investigate at their own peril

Office Romance

Workplace Romance

Pot Use in the Workplace

Year in Review: The most significant developments in Canadian employment law in 2017

Workplace Holiday Party

Holidays in the Workplace

Fixed Term Employment Contracts

The Hidden Risks of Fixed-Term Contracts of Employment

Medical Examination and Workplace Law

When can an employer ask for an independent medical examination?

itsaduck

If It Looks Like a Duck, Quacks Like a Duck…

Termination Agreements

Will a termination clause be enforceable or will it be thrown out by the courts?

Sexual Harassment in the Workplace

After Weinstein scandal, sexual harassment can no longer be seen as ‘cost of doing business’

Too Old To Be A Pilot?

How old is too old (to be a pilot)?

Forgiveness in the Workplace

A look at discipline and dismissal

Temporary Layoff

Don’t Make Assumptions About Employer Rights

Before You Quit

Giving Notice

Knowing You Are Going To Lose Your Job

“I Saw the Sign” – How to Know Your Job is in Danger

Frustration of Contract

Frustration of Contract

References for Former Employees

There’s No Reason Not to Give a Reference

Workplace Investigation

Investigating just cause

White supremacists carry a shield and Confederate flag as they arrive at a rally in Charlottesville, Virginia

What do you do if your employee is ‘one of them’?

Working Efficiently With Your Lawyer

Working Efficiently With Your Lawyer

Do you need an Employment Lawyer?

When should you retain an Employment Lawyer?

Bonus Clauses: Be Sure they Say What You Think They Say

You Can Fire Someone Without Saying So, But Even “I Quit” May Not Be a Resignation

Compliance with Bill 132

So What Happens If We Don’t Comply With Bill 132?

Charlottetown, PEI

Efficiency can’t trump safety

Preparing for Mediation

Reading Fine Print of Contracts

Reading the Fine Print

Accomodation in the Workplace

How to Respond to Requests for Accommodation

Dismissal for Cause

The Need for Clear Warning Before Dismissal

AM570 Kitchener: Stuart on Banning Work Email on Weekends

Little judicial tolerance for zero tolerance policies

680 News Toronto: Stuart on Productivity and ‘Summer Brain’

Toronto Star Tragedy Shines Light on Perils of Office Romances

Negotiating the severance package

Terminating a Fixed-Term Contract of Employment

Discipline for Off-Duty Conduct

Workplace privacy: how far can your employer go?

Stuart on BNN’s The Close: What you say outside of work can get you fired

Common Termination Traps to Avoid

Check out Stuart’s Guide to Canadian HR Law

Notice of Resignation – Too Much or Too Little?

City News appearances discussing aspects of JianGhomeshi

Workplace Investigations

Tips For a Successful Mediation

680 News Toronto: Stuart on holiday parties

NewsTalk1010: Stuart on unpaid internships

Child Care and Employment

NewsTalk 1010: Stuart on childcare provisions for shift-workers.

Stuart Rudner

Keays vs Honda: Stuart at the Supreme Court of Canada

Welcome to Rudner Law

Welcome to the Rudner Law Blog