It is a good practice for employers to have employees sign a full and final release when their employment is terminated in order to avoid future law suits arising from the employment relationship. Recent cases of the Human Rights Tribunal of Ontario illustrate a trend in the jurisprudence toward dismissing human rights applications by employees who have signed a release. Read about these decisions and tips to make your release enforceable in our latest update
Related Posts
In a past Stringer Update, Releases Protect Employers from Human Rights Complaints, we emphasized the importance of having terminated employees sign…
Ryan Conlin of Stringer LLP discusses recent jurisprudence concerning random drug and alcohol testing in Canada (post-Irving).
Jeremy Schwartz and Jessica Young recently published an article on forum shopping by disabled employees in the Lawyers Weekly: Labour & Employment…
The law on addiction has evolved over the years in arbitral jurisprudence. Earlier decisions treated illness as a mitigating factor…
The Ontario Human Rights Code (the “Code”) was recently amended to add “gender identity or gender expression” as a ground of discrimination….
When employees allege harassment in human rights complaints, they often refer to the creation of a “poisoned work environment.” A…
The Human Rights Tribunal of Ontario has heard many cases brought by injured workers against the Workplace Safety and Insurance…
In Sterling v Wendy’s Restaurant, the applicants (a former Wendy’s employee and his wife), named 14 personal respondents, who were members…
After 19 years of protracted litigation, the Human Rights Tribunal of Alberta has now awarded a former employee of Mobil…
In April, we blogged that the Supreme Court of Canada had granted leave to appeal a decision regarding the random alcohol testing…
Contracts of all kinds often fall apart over relatively minor details, despite the parties’ agreement on the majority of issues. …
A recent Human Rights Tribunal of Ontario decision confirms that family status protection may require employers to accommodate employees’ sporadic…
Tweet This Post Posted on Wednesday, July 6th, 2011 at 11:24 am Categories: Uncategorized.
Jeremy Schwartz discusses how to avoid and address workplace sexual harassment.
Don’t Miss our 27th Annual Employers’ Conference: Labour & Employment Law Update 2013. Space is limited. Register Early! Topics Include:…