Termination clauses are often the most contested part of any employment contract. This is because the potential damages could be significant. A termination...
How a Workplace Investigation and Harassment Training Helped Justify a Termination Harassment is not permitted in the workplace. Both provincially in Ont...
Establishing just cause for dismissal remains a challenging bar to meet in employment law. Courts have consistently emphasized that summary dismissal is an...
Employers are obligated to investigate all workplace harassment. There does not need to be a formal complaint, as tends to be expected in workplace harassm...
Without a termination provision in an employment contract, an employee is entitled to common law notice. Common law notice is a calculation of how much not...
Under Ontario’s Occupational Health and Safety Act (OHSA), employers are specifically mandated to establish a program that outlines how incidents or comp...
Overview Understanding when and how a workplace investigation is triggered under Bill C-65 is essential for federally regulated employers. This blog post ...
A little over a year ago, I wrote a blog on slurs in the workplace. I encourage you to read that blog, as it provides a few different cases where an employ...
Typically, employees are not permitted to use drugs in the workplace. However, there are cases where employees will use drugs and/or alcohol in the workpla...
It is well established in Canadian law that terminating an employee because she is pregnant is discriminatory. Since only women can get pregnant, discrimin...
