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As employers continue to implement return-to-office mandates, a decision from the British Columbia Court of Appeal serves as an important reminder.
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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.
Employment disputes over contract changes can quickly escalate into costly litigation, reputational risk, and operational disruption.
Employers can protect their interests by proper drafting and proactive legal review, particularly when it comes to long-term incentive compensation.
Return-to-office plans aren’t just operational, they’re legal. Employers who fail to align their policies with their practices could be exposed.
Helpful guidance for employers: when properly drafted, unambiguous termination clauses prevent costly common law notice claims.
The Dufault v. Ignace (Township) case is yet another warning to employers that ESA compliance is not optional.
The law will continue to favour employee protection when termination clauses are in question and not in compliance with the ESA.