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Many workers are unaware of their rights and may be vulnerable to employers who might classify them in such a way as to limit their compensation.
Part of the function of an HR Department is to resolve personnel complaints. But what happens when it seems that HR simply does not have your back?
This case provides a caution to employers to watch their language: something said in an argument with an employee may come back to bite them in court.
In this decision, the Ontario Court of Appeal considered the effect of an employee’s resignation and re-employment in a wrongful dismissal case.
In Nagribianko v. Select Wine Merchants Ltd., Ontario’s highest court considered whether a cursory probationary clause contained in an employment co Read More...
In Ruston v. Keddco MFG. (2011) Ltd. Ontario’s highest court recently upheld a substantial damages and costs award against an employer that breached Read More...
The Ontario Superior Court of Justice case of Bassanese v. German Canadian News Company Limited et al., is a cautionary tale of the financial conseque Read More...
Recently, Ontario’s highest court was asked to determine whether a common law tort of harassment exists. In Merrifield v. Canada (Attorney General), Read More...