Why Reply? Reflecting On The Significance Of Reply Interviews In A Workplace Investigation
As a workplace investigator and a team lead for a group of fellow RT investigators, I spend a fair amount
R v Greater Sudbury: Courts Consider Level Of Knowledge, Skill, Expertise, And Control In Assessing Due Diligence Of “Employers” Under OHSA
Introduction The Ontario Superior Court of Justice ("Superior Court") has dismissed the Crown's appeal of the Trial Court's earlier ruling1 in
Ontario Court Decides “Private Group Chats” Can Become A Disciplinable Workplace Issue
Previously printed in the LexisNexis Labour Notes Newsletter. Metrolinxv. Amalgamated Transit Union, Local 1587, 2024 ONSC 1900 (Ont. Div. Ct.) involved
Enforceability Of Restrictive Covenants In Ontario: Non-competition And Non-solicitation
Restrictive covenants, including non-competition and non-solicitation clauses, are common elements in both employment agreements and sales of businesses in Ontario. These clauses
Do Employees Have The Right To Be Heard When Being Terminated For Wilful Misconduct?
A common misconception within the employer-employee relationship is that employees always have a right to be heard before the employer
Discipline Imposed On Mayor Overturned As Unreasonable
In a recent judicial review decision, the Court of King's Bench of Alberta has provided guidance on the limits of
A Pension Plan Deficit Can Put Your Corporate Reorganization Under The Spotlight
The Superior Court recently authorized a class action in a case that could have a major impact on the way
“No Sticker For You!”: A Uniform Trumps The Right To Wear A Rainbow Sticker, Tribunal Rules
Employers and workplace investigators face a continually-evolving understanding of "discrimination" under the Ontario Human Rights Code (the "Code"). In recent years, the