September 30

Fredrickson v. Newtech Dental Laboratory Inc.

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Fredrickson v. Newtech Dental Laboratory Inc., 2015 BCCA 357: The Duty to Mitigate with A Former Employer When an employee is dismissed from their position, in accordance with Canadian law they have an obligation to mitigate their damages, that.

September 22

Alsip v. Top Rollshutters Inc. Fixed Term Contracts

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Alsip v. Top Rollshutters Inc. doing business as Talius When an employee is hired for an indefinite term—that is, when their employment has no specified end date—they are entitled to reasonable notice of their dismissal. A determination as to.

September 13

Strudwick v. Applied Consumer & Clinical Evaluations

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Strudwick v. Applied Consumer & Clinical Evaluations: Failure to Accommodate Gives Rise to Numerous Damage Claims In a recent Ontario case the employee was awarded over $100,000 in damages for discriminatory treatment by her employer, including verbal harassment, relating.

August 29

Dear v. Glamour Designs Ltd.

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Dear v. Glamour Designs Ltd. Companies are frequently structured in in complex ways, with several nominally separate entities all being controlled by the same individuals, or working towards a single purpose. These structures may be designed to protect one.

August 22

Armstrong v. Lendon dismissals for Cause

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request The case of Armstrong v. Lendon adds an interesting element to employment law and aggravated damages regarding allegations of cause. The Facts Elaine Armstrong (“Armstrong”) was a legal secretary. For 26 years, she was employed by Harold Lendon (“Lendon”)..

August 10

Osadca v. Recyclenet Corporation Mental Distress Damages

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request The Case for Mental Distress Damages: Defining “Reasonable”: Osadca v. Recyclenet Corporation, 2015 ONSC 4717 Termination for many employees is a traumatic event. A person’s identity has often been associated with the type of work they do. When their.

August 3

Lederhouse v. Vermilion Energy Inc. Bonuses

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Lederhouse v. Vermilion Energy Inc. Compensation for employees takes many forms; many employees receive bonuses that supplement their base salary, often paid out on a particular day of the year. An important question in employment law is whether an.

July 17

O.P.T. v. Presteve Foods Ltd.

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request O.P.T. v. Presteve Foods Ltd. While working in Canada can represent a great opportunity, it is also important to be mindful of the vulnerability experienced by migrant workers, particularly under work programs which allow them to be easily deported.

June 27

Cabott v. Urban Systems Ltd. short service employees

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Cabott v. Urban Systems Ltd. Not all employment relationships are long-lived. The decision in Cabott v. Urban Systems Ltd., 2015 YKSC 25 demonstrates how a “short-service” employee can receive a much longer notice period than one month per year..

June 18

Dillon v. Dillon Hillstead Melanson sexual harassment

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Dillon v. Dillon Hillstead Melanson C.G.A. Prof. Corp Is a consensual sexual relationship between an employee and a client, or two employees, one subordinate to the other, sexual harassment? Moreover, is it cause for dismissing the higher-ranking employee? Dillon.

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