This is segment 3 of 5 from our Q3 webinar held on Thursday, October 10, “Breach of Confidentiality Clauses in Settlements”
Related Posts
Just cause is a difficult standard for employers to meet. In most cases, employees who are terminated from employment will…
Don’t miss our comprehensive, half-day training seminar at the Sheraton Toronto Airport on Thursday, September 22.
By: Landon Young and Jessica Young Non-unionized employees are entitled to “reasonable notice” of termination under the common law, or…
By: Jeremy Schwartz and Amanda Boyce In-house counsel is often the unsung hero of a legal saga, having guided their…
Landon Young discusses a recent wrongful dismissal class action lawsuit and the potential impact on employment litigation
The Ontario Superior Court of Justice recently ruled in Bowes v. Goss Power Products Ltd., that a fairly standard termination provision…
The Human Rights Tribunal of Ontario (the “Tribunal”) recently awarded $101,363.16, representing four years’ lost salary, and $15,000.00 for injury to dignity,…
When is a single, serious instance of misconduct just cause for termination, particularly for a long-service employee? In Fernandes v. Peel…
Employers have made their plans; they’ve hunkered down; and they’ve sheltered in place. As we traverse the long and winding…
In a unique set of circumstances, the Ontario Superior Court recently found that changes to an employment contract which benefited…
We have previously written on the decision of the Ontario Superior Court of Justice in Danbury v 1416088 Ontario Ltd (see our…
Employers in Ontario must be cautious before implementing “temporary” layoffs. Unless the employee and employer have a clear and valid…
Ryan Conlin and Frank Portman discuss the disturbing trend of increasingly large general damages awards in human rights litigation.
Continuing to Work Following Changes to Employment Not Considered Acceptance of Changes – Joe Morrison
Don’t miss our May 16 Webinar: