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There is no shortage of cases which confirm the perils of assuming that an employer's liability for reasonable notice of termination will be capped at one month per year of employment.

The Ontario government appealed the Superior Court of Ontario's decision in respect of Bill 124, the Protecting a Sustainable Public Sector for Future Generations Act...

The law of drug and alcohol testing in Canada is in a state of evolution.

Just cause is a difficult standard for employers to meet. In most cases, employees who are terminated from employment will be entitled to notice or pay in lieu of notice.

If you have recently been denied a job due to a lack of proof of permanent eligibility to work in Canada, you may be entitled to compensation under Ontario human rights law.

Drug testing remains a hot issue for employers in Alberta. In May of 2005, the Human Rights Commission issued a decision in the Les Halter v. CEDA Reactor Limited case which has concerned many employers. The decision is based on the Panel’s finding of a perceived disability where no actual disability exists and then assesses the employer’s discharge of its duty to accommodate.

In Teamsters Local Union 847 v Maple Leaf Sports and Entertainment, 2019 CanLII 95328 (ON LA), a part-time restaurant employee in Ontario,

The distinction between employees, independent contractors, and dependent contractors is a well-established part of Canadian employment law.

The former CEO of Imperial Parking Canada Corporation ("Impark") was recently ordered by the BC Supreme Court to repay $1.2 million he received in severance pay after he was found to have breached his fiduciary duties to Impark.

In Lewis v. WestJet Airlines Ltd., the British Columbia Court of Appeal confirmed that the court's jurisdiction to hear cases alleging breach of an employment contract will not be ousted

Perhaps, according to the recent decision in R. v. Fournier! In April 2012 a workplace accident from a collapsed trench wall resulted in a fatality.

The plaintiff commenced an appeal with Sun Life by providing additional documentation. Sun Life nevertheless maintained its denial of benefits.

On July 14, 2016, the Supreme Court of Canada released its decision in the case of Wilson v. AECL.

A few months ago we commented on a case where a fixed term contract caused an employer significant liability because it did not allow for early termination prior to the end of the fixed term.

The Ontario Court of Appeal has decided that employers should not get a discount on reasonable notice in bad times.

The employer's Absenteeism Policy permitted employees to be absent without justification for up to 10% of their scheduled shifts without penalty.

The Ontario Court of Appeal recently upheld the trial judgment in King v. 1416088 Ontario Ltd., a case we previously blogged about here.

A recent decision of the Ontario Superior Court of Justice, John Howard v. Benson Group Inc. 2015 ONSC 2638, has given employers some helpful guidance on ending fixed term agreements with employees.