This is segment 2 of 5 from our Q3 webinar held on Thursday, October 10, “Recent Developments in Summary Judgement Motions”
Related Posts
The Canadian law on workplace violence and harassment continues to develop, particularly in relation to the duty to investigate. Employers…
An often-contentious issue in wrongful dismissal litigation is whether an employee is entitled to a bonus that accrues or would…
An Ontario Court has signaled that it is prepared to adjudicate wrongful dismissal cases very quickly where the employer has not asserted…
It is common practice for employers to offer departing employees, who are being terminated without cause, a separation package in…
#MeToo has quickly caught wind as a widespread movement that sheds light on the prevalence of sexual assault and harassment,…
A recent decision of the Human Rights Tribunal of Ontario (the “Tribunal”), Hussey v. Big Brothers Big Sisters of Peterborough Incorporated (“BBBS”), is…
Date: Mar 04. 2022 The Omicron wave appears to be receding and there is cautious optimism that the worst of…
Don’t Miss our 26th Annual Employers’ Conference, Labour & Employment Law Update 2012. Register Early! Topics Include: A Terminated Employee’s…
Terminating employees in Canada can be expensive. Non-unionized employees are owed “reasonable notice” under the common law, or pay in…
While employee theft is frequently grounds for termination, shades of grey do appear in the case law. In a recent…
In a past Stringer Update, Releases Protect Employers from Human Rights Complaints, we emphasized the importance of having terminated employees sign…
In Dechene v. Dr. Khurrum Ashraf Dentistry, an employee who had been employed by a verbal agreement was provided with a…
The claim was filed 28 years ago by female employees of Canada Post with the Canadian Human Rights Tribunal (the…
In this webinar, Ryan Conlin and Landon Young provided guidance for employers on how to respond to the legal challenges…
Employers in Ontario must be cautious before implementing “temporary” layoffs. Unless the employee and employer have a clear and valid…

