Continuing to Work Following Changes to Employment Not Considered Acceptance of Changes – Joe Morrison
Related Posts
Jeff Murray discusses social host liability for employers.
A recent decision out of the Ontario Superior Court of Justice confirms that employees cannot give, contractually agreed, notice of…
A recent decision by the British Columbia Court of Appeal highlights the importance of carefully crafting written employment agreements whenever shares are…
Perhaps now more than ever before, the lawyers at Stringer LLP have been deeply engaged, supporting clients who face significant,…
Perhaps now more than ever before, the lawyers at Stringer LLP have been deeply engaged, supporting clients who face significant,…
By: Jeremy D. Schwartz and Frank B. Portman The recent Supreme Court decision in Sattva Capital Corp v Creston Moly Corp …
The AODA Employment Standard deadlines are not as far away as they may seem. The Employment Standard is one of…
Jessica Young discusses recent enforcement activities under the new Accessibility for Ontarians with Disabilities Act (AODA)
Hot on the heels of the announcement of the recent MOL enforcement blitz, a freshly filed statement of claim in…
Employers who only provide the minimum amounts required by employment standards legislation after termination are gambling. Sometimes this approach can…
Over a period of five months, Crown Metal Packaging Canada LP provided Mr. Di Tomaso with five notices of termination, containing four…
To be enforceable, non-competition agreements must, as a general rule, be reasonable and unambiguous in terms of their geographic scope,…
When an employer terminates an employee without just cause in Ontario, it must either provide reasonable notice of the termination,…
Ryan Conlin and Jeremy Schwartz discuss Bill 146 and the potential impact on employers.
Don’t Forget to Consider “Consideration” – Jeremy Schwartz