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A decision from the Ontario Court of Appeal is a reminder that when employees create intellectual property, ownership is not automatic.
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Ontario Courts have repeatedly emphasized that compensation provisions are subject to the same good‑faith obligations that govern all aspects of the Read More...
Employment disputes over contract changes can quickly escalate into costly litigation, reputational risk, and operational disruption.
Employers who substitute legal counsel with AI-generated content are effectively outsourcing legal risk to a tool that has no duty of care to them.
Since February 1, 2024, the Canada Labour Code has required graduated notice of termination for employees dismissed without cause.
For federal employers, the financial exposure of an invalid termination clause is significant and directly affects termination planning.
Trade policy may be negotiated abroad, but its consequences land squarely in Canadian workplaces with employers shouldering the consequences.
Delaying statutory termination payments can expose employers to significant liability, including punitive damages.