Do Workplace Benefits Affect Accident Benefits? (Video)

When a building services provider in Ontario is replaced, who bears responsibility for common law wrongful dismissal damages owed to terminated employees? The Ontario Court of Appeal has delivered its first ruling on this critical question, establishing new precedent that significantly impacts liability allocation in the condominium, security, cleaning, and property management sectors.

In Cooper v GFI Solutions Ltd, 2026 ABCJ 142 (Higa, J), the Alberta Court of Justice found a wrongfully dismissed employee was entitled to 8 months’ reasonable notice plus $30k in aggravated damages. This is important for several reasons, but the aggravated damages award is the biggest highlight. I am aware of only one ACJ case with an aggravated damages award this high. I am not aware of any higher.

The Ontario Court of Appeal’s recent decisions in Baker v. Van Dolder’s Home Team Inc. and Li v. Wayfair Canada ULC may be among its most significant in the field of employment law in the past decade. Certainly, the volume of commentary on these cases would suggest that they are.

The Ontario Court of Appeal's decision in Wigdor v Facebook Canada Ltd. addresses whether employers can stop equity compensation vesting during statutory notice periods. When Facebook Canada terminated Dr. Wigdor and cancelled his unvested RSUs worth millions, the court examined whether forfeiture provisions in equity agreements can override Employment Standards Act protections for employee compensation.

An Oregon Court of Appeals decision clarifies how statutory damages are calculated in wage deduction cases, determining whether employees can recover $200 per paycheck or per violation category. The ruling also addresses when employers can use Oregon's class action cure provision to dismiss collective claims before litigation advances.

Yes. In Dome Mine Ltd. and USW, Local 7980, 2026 CanLII 78264 (ON LA), an Ontario arbitrator upheld the termination of an employee who refused a valid post-incident drug and alcohol test.

The Ontario Court of Appeal recently released its decision in Wigdor v. Facebook Canada Ltd., addressing two significant issues for Ontario employers: the enforceability of termination clauses that purport to limit an employee's entitlements, and the application of the Employment Standards Act, 2000 (ESA) to equity-based compensation documents such as Restricted Stock Unit (RSU) agreements.

La Cour d'appel de l'Ontario a confirmé que les options d'achat d'actions et autres régimes fondés sur des actions ne seront pas automatiquement considérés comme une rémunération d'emploi ni comme une modalité...

Smart glasses are rapidly transitioning from a novelty seen in movies to a mainstream workplace tool. Devices like the Ray-Ban Meta line and Samsung’s Google-powered glasses are being used across industries.

Le 25 août 2026, le gouvernement fédéral a annoncé un important panier de mesures visant à soutenir les entreprises et les travailleurs canadiens affectés par la plus récente vague de droits de douane imposés par les États-Unis, dans la foulée de l'échec des récentes négociations commerciales entre les deux pays.

For many people in Ontario family court, the first case conference can feel uncertain. You may wonder whether anything meaningful can happen at this early stage, especially if disclosure is missing, support is needed, or temporary arrangements are required. While a case conference is not a trial, it can still be an important step in getting the case organized and moving forward.

Selecting the right arbitrator is one of the most important decisions in any commercial dispute. Yet in many Canadian markets, arbitrator vetting and communications remain surprisingly informal. This can create risks that jeopardize the appointment and the process – there may be a later challenge to the arbitrator and/or the final award.

Employment agreements are often treated as risk management tools. Employers rely on them to set workplace expectations and limit liability on termination. But an agreement only serves that purpose if it actually survives judicial scrutiny, and for the past few years, termination clause litigation in Ontario has increasingly turned on whether a court can find some theoretical reading of a clause that would violate the Employment Standards Act, 2000 ("ESA"), even where that plainly is not what the parties meant.

Manufacturing operations face critical vulnerabilities when key suppliers fail unexpectedly. This analysis examines how excessive supplier dependency creates operational risk, explores the warning signs of supply chain exposure, and provides a framework for assessing whether your organization can withstand a sudden supplier disruption.

When a major manufacturer makes an investment of this scale, the business opportunity extends far beyond the four walls of the facility being built. It can create demand across an ecosystem of suppliers, subcontractors, fabricators, automation providers, logistics companies, technical service providers and component manufacturers. But that doesn’t mean it’s an automatic growth opportunity for every supplier.

Manufacturing leaders are accustomed to planning for equipment breakdowns, workforce shortages, cyber incidents, and shifting customer demand. Yet one of the costliest risks tends to build up gradually, outside the four walls of the business itself.

A recent Ontario Court of Appeal decision establishes that restricted stock units (RSUs) constitute a "term or condition of employment" under the Employment Standards Act, potentially entitling terminated employees to continued vesting during their notice period. The ruling in Wigdor v. Facebook Canada Ltd. resulted in a US $4.7 million award and raises critical questions about whether standard forfeiture clauses in RSU agreements can lawfully cut off vesting upon termination.

Choosing the right arbitrator is one of the most consequential decisions in any private arbitration. The arbitrator will manage the process, determine procedural disputes, assess the evidence, and ultimately decide the parties’ dispute.

M&A transactions in manufacturing often overlook a critical risk factor that can undermine projected cost savings and operational efficiencies: workforce management during integration. When key employees depart or disengage after closing, the consequences extend beyond legal liability to affect production, customer relationships, and the fundamental value assumptions that supported the acquisition. Understanding how to identify, evaluate, and strategically manage workforce risk before capital is committed c

The most expensive problem in a facility acquisition rarely surfaces before closing. It shows up months later, when a growth plan stalls because the site cannot support the production, logistics, or customer commitments behind the deal.