The modern workplace is not as simple as it used to be. Minken Employment Lawyers provides expert legal services on a full range of Canadian workplace issues. We’ve had over 20 years of experience helping employers and employees save costs, prevent litigation and secure rights and entitlements.

Every provider of goods or services in Ontario must have established “policies, practices and procedures governing the provision of its goods or services to persons with disabilities”.

The Ontario Court of Appeal decided in Veolia ES Industrial Services Inc. v. Brulé that the Employee did not breach the non-competition clause in his employment agreement or the fiduciary duty he owed to the Employer.

In Elsegood v. Cambridge Spring Service, 2001 Ltd. the Ontario Court of Appeal upheld the Ontario Small Claims Court’s decision that an employee was entitled to common law notice and not restricted to statutory notice only.

The Court of Appeal for Ontario upheld the Ontario Superior Court of Justice’s decision in GasTOPS Ltd. v. Forsyth (“GasTOPS”) awarding the Employer damages in the amount of $12,306,495.00, plus pre-judgment interest of $3,039,944.00 and costs of $4,252,920.24.

In constructive dismissal, an employee may be able to treat the employment contract as being at an end, which entitles the employee to notice from the employer as if the employee had been terminated.