Health Canada estimates that by 2024, 450,000 Canadians will be authorized to use medically-prescribed marijuana. Pending legalization may also create an increase in people “self–medicating” and casually using marijuana. The…
Bill 26 Proposes Statutorily-protected Domestic and Sexual Violence Leave
By Cody Yorke
The Ontario provincial government continues its recognition of the impact of domestic violence on the workplace with Bill 26, which proposes amendments to the Employment Standards Act, 2000 (ESA) and…
Constructive Dismissal Requires Employees to be Reasonable
By David Master
Constructive Dismissal is one of the most difficult concepts in employment law. As opposed to receiving a termination letter or being told “you’re fired”, determining whether a constructive dismissal occurred…
The Ins and Outs of Vacations in Ontario
By Cody Yorke
With the winter holidays fast-approaching, as well as the end of the year, we thought it would be a good time to address issues surrounding employee vacations and statutory holidays….
Termination Clause Saga Continues
Employers seeking to avoid common law obligations often use termination clauses, but in many cases, they are not worth the paper they are printed on. In recent years, our courts…
Modernization of Employment Standards Act & Changing Workplaces Review
By David Master
Nearly 2 years ago, the Stronger Workplaces for a Stronger Economy Act, 2014 (“Bill 18”) came into force, making a variety of changes to the Employment Standards Act, 2000 (the…
Curbing the Email Epidemic
Technology has connected the world, and completely changed the way we work. Along with providing a number of useful tools to make things easier, the dawn of the email age…
Refusing to Relocate: Just Cause for Dismissal?
An employer cannot make unilateral and substantial changes to fundamental aspects of an employee’s contract or terms of employment without providing consideration or, in some cases, proper notice. Such changes…
You Don’t Need to Have a Good Reason to Dismiss an Employee… Well, Usually Not
Generally speaking, the law in Canada is that employers can let an employee go at any time, for any reason, or no reason at all, as long as they provide…
Bill 132 & AODA
Bill 132 (Sexual Violence And Harassment Action Plan Act): New Employer Obligations Regarding Policies and Investigation of Harassment Bill 132, which we have been discussing for some time now, comes…