Published Articles Archives

$20 million award upheld by appeal court
March 26, 2012
Canadian HR Reporter, March 2012 - GasTOPS Ltd. v. Forsyth - 4 workers should have provided employer with 10 months’ notice of resignation. Ontario� Read More...

Verbal Threats in the Workplace Leading to Termination
February 14, 2012
Canada-United Kingdom Chamber of Commerce Newsletter, March 2012 - The first Bill 168 Ontario arbitration decision was made in the matter of Kingston Read More...

Verbal Threat Considered Workplace Violence
October 19, 2011
Canadian Employment Law Today, October 19, 2011 - The first Bill 168 arbitration decision was made in the matter of Kingston (City) v. Canadian Union Read More...

Verbal Threat Considered Workplace Violence
October 10, 2011
Canadian HR Reporter, Oct. 2011 - A Bill 168 arbitration decision was made in the matter of Kingston (City) v. Canadian Union of Public Employees, Loc Read More...

Employers’ Duty of Care to Employees Extended to After Termination
December 4, 2010
A recent decision in Nova Scotia illustrate that duties which may exist during the employment relationship do not necessarily end on the day of termin Read More...

Bill 168: Workplace Violence and Harassment- June 15th Deadline Fast Approaching
October 1, 2010
Ontario's new Bill 168 has created numerous new responsibilities and duties for employers, and includes still fines and possible imprisonment for fail Read More...

Discrimination Based on Religion Will Cost You!!
May 1, 2010
A 2007 U.S. court decision, which awarded terminated employees $1.3 Million for discrimination based on religion, could some day lead to comparable de Read More...

Employer Entitled to 10 Months’ Notice: Court
January 13, 2010
In a 2009 decision, employees were ordered to pay $11.4 million for no notice of resignation and violation of fiduciary duties. Read more about the im Read More...

International Charity (Not-for-Profit) Organization with Unionized and Non-Unionized employees
"Minken Employment Lawyers has assisted Canadian branch with grievances and labour issues, advising us with respect to our Collective Agreement, drafting employment contracts and advising with respect to ensuring the employment contracts will be upheld in Court, advising and strategizing with respect to terminations and exit packages, as well as various policies and practices relating to employee matters both locally and abroad.”