#MeToo has quickly caught wind as a widespread movement that sheds light on the prevalence of sexual assault and harassment, particularly in the workplace.

Employers who are faced with a frivolous or vexatious human rights complaint by a former employee often feel that there is no deterrent for employees in filing such complaints.

Increasingly, the courts are striking down termination provisions in employment contracts resulting in lengthy common law notice awards to employees.

From time to time judges comment and decide on matters affecting employment law in the context of cases which at first blush have nothing to do with employment.

The calendar has now changed over to 2015, and with the New Year comes an interesting legal situation for certain employers.

The Ontario Superior Court recently recognized a new tort that would allow employees to sue their employers for harassment in civil court.

In-house counsel is often the unsung hero of a legal saga, having guided their internal client adeptly before litigation ensued.

Given the ever-increasing mobility of today’s workforce, employers need to protect themselves from the damage that can be caused by departing employees.

The Workplace Safety and Insurance Act regime is predicated on the categorization of employers within its scheme.

Some organizations subscribe to the close your eyes and think good thoughts school of drafting, when it comes to non-competition agreements in employment contracts.

Last year, proposed changes to the Customer Service Standard under the Accessibility for Ontarians with Disabilities Act, 2005 ("AODA"), were made available for public comment.

Many businesses and organizations now consist of multiple, separate corporations, organized for tax, liability, and other legitimate commercial purposes.

Notwithstanding the best wishes of employers, there are times when employees have to be let go for purely financial reasons.

Many private sector employers have received email reminders from the Ministry of Economic Development, Employment and Infrastructure to file an Accessibility Report by December 31, 2014.

When an employer terminates an employee without just cause in Ontario, it must either provide reasonable notice of the termination, or payment in lieu of notice.

Marijuana will soon be legal for recreational use nationwide and many employers are scrambling to respond to the challenges this important change will have for safety policies and discipline issues.

Employers who fail to properly watchdog confidential information accessible to employees may face significant vicarious liability for unlawful access and use.

The law has become increasingly sensitive to the need for the protection of personal information from public disclosure.

When no work is available in a particular field, dismissed employees may undertake reasonable mitigation efforts by pursuing re-training to work in different areas.

Premier Doug Ford announced yesterday that the government is updating its emergency order to expand the list of non-essential workplaces.