Confidentiality Limited: When Anonymous Whistleblowers Must Be Identified
Bottom Line In Jarvis v The Toronto-Dominion Bank ("Jarvis"), the Ontario Superior Court of Justice ("Court") ordered that a complainant's identity be
British Columbia Court Of Appeal Takes The Practical Approach To Interpreting Termination Provisions
The British Columbia Court of Appeal recently released its decision in Egan v Harbour Air Seaplanes LLP1 where the court provided helpful
A Funky Situation: Is Disciplining An Employee For Body Odour A Form Of Discrimination?
A random question occurred to me the other day, "Could disciplining an employee due to their body odour be a
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