COVID-19 Vaccination Policy Archives

Unpaid Leave of Absence Due to Refusal to Vaccinate - Constructive Dismissal?

Latest

December 16, 2022

A question many have raised is whether or not putting unvaccinated employees on an unpaid leave constituted constructive dismissal.

Landmark Decision – Vaccination Policy – Breach of Human Rights Code

July 30, 2022

Landmark Decision: an employer breached the Ontario Human Rights Code when it terminated an employee who refused to comply with the vaccination policy Read More...

U.S. Supreme Court Blocks Nationwide COVID-19 Vaccination Mandate

January 17, 2022

The highest Court in the United States of America blocked the enforcement of mandatory vaccination requirements for large private companies.

Injunction Not Granted – TTC Workers’ Right to Seek Remedies and Damages for Unjust Dismissal Still Available

January 10, 2022

The Union for the Toronto Transit Commission workers was unsuccessful in obtaining a court injunction to block TTC’s vaccine mandate policy.

Arbitration – Vaccination Clause in Collective Agreement Results in Policy Being Upheld
January 7, 2022
The Arbitrator's decision provides guidance with respect to the enforceability of a mandatory COVID-19 vaccination policy.

New ROE Guidelines – Liability and Hardship?
December 17, 2021
New ROE Guidelines: some employees may be denied Employment Insurance benefits if they are terminated because of the employer’s vaccination policy.

Mandatory COVID-19 Vaccination Policy Required and Reasonable?
December 6, 2021
The Occupational Health & Safety Act does not require all businesses to implement a mandatory COVID-19 vaccination policy.

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.”

“Minken & Associates proved to me that not all law firms are the same.” - Z.B.

“Your expertise in cases such as mine was well worth the investment.” - S.S.

“It is always a pleasure dealing with professional companies and yours sets the bar to new heights.” - A.S.

“You are an excellent ambassador to your profession” - L.P.

“83% improvement in the offer value.” - D.R.

“Thank you all again for the outstanding job!” - S.B.

“I credit Mr. Minken and the help he provided for keeping my employment situation intact.” - A.C.

“…welcoming atmosphere right along with the extremely professional service and guidance...” - M.S.

“Several issues, both monetary and otherwise, were resolved, without dispute, to my satisfaction.” - B.R.

“Increased my severance package by 300%! Fantastic result!” - M.E. Read More…

Fitzgerald and Law Professional Advisory Services, London, UK
“My department at Fitzgerald and Law deals with the tax implications of expatriates to the UK. As many of the expatriates we deal with are Canadian companies and their assignees I attended the presentation by Ronald Minken of Minken Employment Lawyers to attempt to achieve some insight into the legal needs of these assignees to better understand their legal and tax requirements.”
- Carl Simons-Short, Senior Manager – Expatriate Tax – Fitzgerald and Law Professional Advisory Services, London, UK

“Mr. Minken, you are an excellent ambassador to your profession.” - L.P.

Law Firm
“Minken has produced favourable results for our firm in every case that they have handled for us. Ron's advice in handling various employment matters has resulted in substantial financial savings to our firm. Minken truly goes the "extra mile" in providing superior service.”

Executive Termination Settlement avoiding Litigation
“Your efforts and expertise have significantly increased the overall value of the settlement provided to me. Your involvement not only increased the monetary value of the settlement but also served to ensure that several other issues, both monetary and otherwise, were resolved, without dispute, to my satisfaction.” - B.R.

Employment Contract Review - Director of Finances
“I would like to thank Mr. Minken for his help in reviewing my employment contract. I found that he was very informative in providing me with his expert knowledge on matters pertaining to my situation and advising me appropriately. I found that he went above and beyond what I expected, and I greatly appreciate his help. I would highly recommend his services to other people and have already done so.” - G.L.

“Ron, I want to thank you for the excellent job that you did as a mediator in our recent case. Your neutral but effective approach assisted with defusing the tension in the litigation and assisted the parties in appraising the case realistically and practically. It is precisely what I want in a mediator - and too seldom experience.” - Howard Levitt, Levitt LLP

International Charity (Non-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.”

Unpaid Leave of Absence Due to Refusal to Vaccinate – Constructive Dismissal?

Landmark Decision – Vaccination Policy – Breach of Human Rights Code

U.S. Supreme Court Blocks Nationwide COVID-19 Vaccination Mandate

Injunction Not Granted – TTC Workers’ Right to Seek Remedies and Damages for Unjust Dismissal Still Available

Arbitration – Vaccination Clause in Collective Agreement Results in Policy Being Upheld

New ROE Guidelines – Liability and Hardship?

Mandatory COVID-19 Vaccination Policy Required and Reasonable?