Frank Portman discusses a recent case in which the Ontario Court of Appeal reversed a trial decision and substituted a finding of just cause.
Related Posts
Many employers find it necessary to assess new employees’ performance on the job before making a final determination about whether…
Allison Taylor will present this insightful webinar for the Ontario Bar Association on March 12. She will discuss related issues including leaves…
A recent decision out of the Ontario Superior Court of Justice confirms that employees cannot give, contractually agreed, notice of…
By: Landon Young & Jeremy Schwartz A release of claims signed by an employee upon termination has been struck down…
Ryan Conlin quoted in the National Post and speaks with CTV News and 610 CKTB Radio re Multi-million dollar employee benefits fraud allegedly involving 150 Baycrest…
Employers be warned – engaging in high-handed, bullying behaviour when dismissing an employee may be a costly strategy. The Supreme…
The Ontario Superior Court recently confirmed that for a court to award damages based on the manner in which an…
Employers in Ontario must be cautious before implementing “temporary” layoffs. Unless the employee and employer have a clear and valid…
The Divisional Court recently upheld a trial decision finding that an employer did not defame a former employee when it…
Ontario’s Superior Court of Justice recently struck down a release signed at a termination meeting. Read more about this interesting…
Rehiring Former Employees: Avoiding the Risk of “Continuous Employment” – Allison Taylor
Perhaps now more than ever before, the lawyers at Stringer LLP have been deeply engaged, supporting clients who face significant,…
Over a period of five months, Crown Metal Packaging Canada LP provided Mr. Di Tomaso with five notices of termination, containing four…
The Ontario Superior Court recently struck down a termination clause in an employment agreement because of a seemingly minor ambiguity….
The Ontario Superior Court has ruled that an employee who continued to work for 15 months following a change in…