The Ontario Government has proposed significant legislative changes that may impact how accident investigations and enforcement actions unfold, and regulatory orders and prosecutions may become more perilous for employers ...

Regular readers of our blog will recall the proposed class action in Evans v Bank of Nova Scotia in which a rogue employee used confidential information that he accessed while employed by a bank to defraud a number of customers.

On September 4, 2020, Ryan and Jeremy discussed the legal tightrope in terms of employee attendance management, that employers must walk in this pandemic.

In 2020, employers were faced with unprecedented legal challenges brought on by the pandemic.

The Omicron wave appears to be receding and there is cautious optimism that the worst of the pandemic is behind us.

COVID-19 has caused unprecedented disruption in the economies all over the world. Employers who have had to lay off or terminate employees are facing ever-increasing demands for larger settlements from lawyers representing employees.

The Ontario Labour Relations Board (the "Board") has issued a landmark decision which clears the path for Foodora couriers to unionize.

Consider, if you will, a multi-tower, multi-storie condominium complex under construction in downtown Toronto (a stretch to be sure).

We have previously written on the decision of the Ontario Superior Court of Justice in Danbury v 1416088 Ontario Ltd (see our blog on that decision here).

As we explained in our recent Update, at the end of May 2020 the Ontario government introduced a new regulation under the Employment Standards Act, 2000.

Ryan Conlin and Jeremy Schwartz of www.stringerllp.com discuss vaccination mandates. These mandates have been legally and politically controversial in Canada and around the world.

Many employers prepare written employment agreements that limit employee entitlements on termination of employment.

Employers often avoid making compliance-oriented changes for fear that employees will discover their rights have been violated for years before the change.

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.

In the second quarter of 2014, the Ministry of Labour conducted an enforcement "blitz," targeting companies in several sectors with intern programs to determine if those programs were being operated in a manner consistent with the Employment Standards Act.

Recently, the Protecting Child Performers Act, 2015 came into force. The Act outlines protections for child performers in both the live entertainment and recorded entertainment industries.

The Ontario government just passed a law to provide protection for servers and other employees who commonly receive tips.

Navigating a complex economic, market and political landscape has never been more fraught for Canada’s employers. Attending this event will help you to stay abreast of recent caselaw...

A New Brunswick court has rejected a supervisor's attempt to blame his criminal non-compliance with OHS law on a lack of training by his employer. Training charges are becoming more common than ever.

In an anti-climactic ruling released May 12, 2022, the Ontario Court of Appeal has returned to the courts below the question of whether an (alleged) infectious disease emergency leave ("IDEL")...