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Employment lawyers always stress the importance of documentation in employee matters. With the increasing use of technology both employers and empl...
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In a recent decision, Arbitrator Slotnick commended the employer for taking a hard line against sexual harassment but also criticized the employer ...
By Susan Crawford
It is fair to say that dismissals for “cause” (where no notice obligations are required by the employer as a result of the employee&rsq...
By Kelsey Orth
You may recall a recent article by Angela Wiggins regarding the remedy of reinstatement for federal employees under the unjust dismissal provision ...
Federal employers should be aware of the risks in terminating employees under the Canada Labour Code. Unlike employers governed by provincial legis...
In Ontario, the introduction of “Bill 168” – or, more accurately, its subsequent coming into force – ushered in a new era i...
Pursuant to Ontario’s Limitations Act, the limitation period, or time limit, for bringing a wrongful dismissal action in Ontario is two years...
Many employers use a probationary period with new employees to assess whether or not a new hire is a good fit for their organization. When an emplo...
Two recent Ontario decisions delved into the murky waters of when punitive or aggravated damages should be awarded in cases of wrongful dismissal. ...
By Mike MacLellan
The Ontario Court of Appeal has thankfully upheld the termination for just cause of one Jerzy Wasinski, in a decision that should encourage employe...
2016 featured many significant decisions and legislative changes impacting employers. Over the course of the year, CCP blogged on these development...
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