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...
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...
When misconduct occurs, you should typically investigate the incident. Investigations are often necessary in cases of serious misconduct, such as alleged w...
Contract law is based on three basic principles. To form a contract, you need (1) an offer, (2) acceptance, and (3) consideration. Without these three prin...
