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Unfair/ Wrongful Dismissal
Devry Smith Frank LLP
In P.D. and The Bank of Nova Scotia, Re, 2020 CarswellNat 640, Adjudicator Kaufman considered the issue of whether the Canada Labour Code (the "Code") authorized adjudicators to award costs in unjust dismissal cases.
Torkin Manes LLP
In a recent decision, an employee was awarded 28 months of reasonable notice upon his constrictive dismissal.
Miller Thomson LLP
Phase 2 means certain businesses that were shuttered as a consequence of the orders or guidance of the Provincial Health Officer can now reopen ...
Gowling WLG
The Employment, Labour and Equalities Group at Gowling WLG will be holding a live ‘Ask our Lawyers' session on a variety of topics related to COVID-19 and the workplace challenges your business...
Langlois lawyers, LLP
In Quebec, as elsewhere, the COVID-19 crisis is profoundly disrupting many workplaces.
Strigberger Brown Armstrong LLP
There has been a lot of coverage, and a lot of ink spilled about the potential and actual business interruption claims that may be made by insureds arising out of the COVID-19 pandemic.
As we pass the one month mark in this unprecedented pandemic, CCPartners continues to see recurring themes that impact employers' abilities to respond nimbly to unexpected legislative
Miller Titerle + Company
In response to the serious economic symptoms of COVID-19, organizations are having to make the most difficult kinds of business decisions – the human ones.
McMillan LLP
In Ossudallah v. Swiss Consulting Management Ltd., 2020 BCSC 567 [Ossudallah], the British Columbia Supreme Court highlighted the importance of making clear, precise, and relevant...
Goldman Sloan Nash & Haber LLP
Under the Ontario Employment Standards Act, 2002 (the "Act"), an employer may temporarily lay off an employee for a period of not more than 13 weeks out of 20 consecutive weeks.
Stikeman Elliott LLP
La Cour suprême de la Colombie-Britannique a conclu qu'un seul courriel dans lequel l'employé critiquait sa collègue constituait un motif sérieux de congédiement découvert après la fin d'emploi.
Littler - Canada
In response to the COVID-19 crisis, the governments of a number of jurisdictions in Canada have amended their employment standards legislation...
McCarthy Tétrault LLP
Acumen Law Corporation c. Ojanen, est une récente décision de la Cour suprême de la Colombie-Britannique qui clarifie
McCarthy Tétrault LLP
Acumen Law Corporation v. Ojanen, is a recent B.C. Supreme Court decision that clarifies: (1) what type of employee misconduct does not constitute just cause for dismissal; and (2) what actions, taken by an employer in the course of termination, can lead to a finding of aggravated damages against the employer.
Field LLP
On March 30, 2020, Ministerial Order 27/2020 from the Minister of Justice and Solicitor General suspended limitation periods and periods of time within which any step must be taken in any proceeding or intended proceeding.
MacDonald & Associates
On March 20, 2020, pursuant to the Ontario Emergency Management and Civil Protection Act, the provincial government suspended statutory limitation periods and procedural guidelines during the COVID-19 pandemic.
Goodmans LLP
Ontario's emergency Order to close all non-essential workplaces took effect at 11:59 pm on March 24, 2020. All non-essential workplaces were given 36 hours to comply.
Davies Ward Phillips & Vineberg
Employers need to respond quickly to COVID-19 measures decreed by governments. Acting fast with the right response will help employers mitigate the impact of COVID-19 on their workforce, their clients and, ultimately, their businesses.
Davies Ward Phillips & Vineberg
As with the rest of the world, Canadian employers are confronting unprecedented challenges in the face of the global COVID-19 pandemic.
McLennan Ross LLP
As employers adapt to the COVID-19 pandemic and consider arrangements for employees to work from home, it is timely to review (or draft) their telecommuting policy...
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