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While not all employment relationships end as badly as the title of this article, they all, eventually, end

A decision released last week from the Ontario Labour Relations Board (the "Board") has re-emphasized the high threshold required to find that the conduct of an employer amounts to constructive dismissal.

The inadvertent pocket-dial or "butt-dial" has happened to everyone. In most cases, there are no real consequences, other than a puzzled or frustrated person on the other end of the call.

The Canada Emergency Response Benefit ("CERB") provided financial support to employed and self-employed Canadians who were directly affected by COVID-19.

In the case of Garneau c. Gestion Universitas inc., 2018 QCCA 1525, the plaintiff — an actuary who held a senior management position as Chief Executive Officer (CEO) — was dismissed by his employer...

The Ontario Superior Court of Justice recently released its decision in Hucsko v. A.O. Smith Enterprises, 2020 ONSC 1346, a case that touches on various important employment law topics...

The plaintiff was employed for 22½ years. He was terminated without cause in October 2013. Four issues were considered at a summary judgment hearing of the matter.

A recent decision from the Ontario Court of Appeal1, has confirmed that employees who are entitled to termination pay under the Ontario Employment Standards Act, 20002 (the "ESA"), will also be able to claim damages for wrongful dismissal under common law.

The Ontario Superior Court considered both what it means to induce someone to leave their job and the implications of that inducement upon termination.

Aylsworth v Law Office of Harvey Storm, 2016 ONSC 3938 is an interesting case that further defines the boundaries of what type of job employees can reasonably reject without failing in their duty to mitigate their wrongful dismissal damages.

In a time where social media blurs the lines between personal and professional conduct, an arbitration decision from earlier this year provides a critical reminder of the necessity to navigate off-duty conduct with care...

Last week, the Superior Court of Justice (the "Court") dismissed a wrongful dismissal claim brought by a Health, Safety, and Training Manager whose employment...

In English v Manulife Financial Corporation, the Court of Appeal overturned the motion judge's finding (previously blogged on by CCPartners here)

In May 2020, Ontario Regulation 228/20 was introduced to Ontario's Employment Standards Act (ESA), exempting COVID-19-related temporary hours or wage reductions from the usual layoff and constructive dismissal provisions.

The CBC announced that information had come to its attention recently that in its judgment precluded it from continuing its employment relationship with Mr.Ghomeshi.

When is a layoff not a layoff? When it is a constructive dismissal, according to an Ontario judge.

In the recent case of Mashigo & another v Sibeko & others (2012) 21 LC 1.18.2, the court refused to grant condonation for the late filing of a review application.