In January 2024, Classic FM ranked Mozart’s Symphony No. 41, Florence Price’s Symphony No. 1, and Beethoven’s Ninth as the top three in the greatest symphonies of all time.

Hear me out for a second. In the 5-movie series of Toy Story, Forky is one of the best characters. If you haven’t met Forky, he is a plastic spork that Bonnie turns into a toy on her first day of kindergarten using a pipe cleaner, a popsicle stick and googly eyes. Forky is simple, but deeply inquisitive. He asks big questions about where and how he fits in, including “Why am I alive?” and “Am I trash?” Pixar even gave him his own short-film series, Forky Asks a Question, where he asks everything from “What is Cheese?” to “What is Money?” and “What is a Leader?”

As employers continue to refine their post-pandemic workplace strategies and the frequency of remote work requests is increasing, one question remains front and centre: when does an employee have a right to work remotely as an accommodation?

Back in February, I dicsussed the (then) recent cases of Dufault and Baker. In the months since, there have been several cases that have addressed similar language, with widely divergent results.

Some statements, like the one above, make it clear on their face that they are a lie. In fact, some statements, again, like this one, are so obviously false (😊) that no reasonable person would believe them.

If you've experienced a termination – either as an employer or an employee – then you're likely familiar with the common law concept of mitigation. If this concept is new to you...

Summer is peak season for many Ontario employers. Tourism operators, restaurants, retail stores, camps, agricultural businesses, and recreation facilities all rely heavily on temporary and seasonal workers to meet demand. While these roles may be short‑term, the legal obligations toward these employees are anything but casual. Ontario’s employment and human rights laws apply to temporary, seasonal, part‑time, as well as full‑time staff.