If you missed both of our webinars last week (access all broadcasts here), we focussed on what comes next: as we enter Phase 1 of the re-opening in Ontario many employers will be looking to recall workers who were...

From the beginning, employers and unions have been on opposite sides of the debate over drug and alcohol testing in the workplace: employers place an emphasis on safety...

A recent decision from Arbitrator Eli Gedalof, Johnson Controls Canada v Teamsters Local, Union 419 (Williams Grievance), offers more insight into the importance of COVID-19 policies...

That recruitment pitch certainly sounds like a good deal, and given the popularity of – and apparent satisfaction with – Uber among both customers and drivers, it must be working.

An employer in Ontario can terminate any employee at any time without just cause, so long as the termination is not due to any discriminatory reasons.

Recently, employers responding to wrongful dismissal litigation may have noticed a trend of plaintiffs seeking to resolve matters quickly by bringing motions for summary judgment.

When October 17, 2018 rolled around many employers were still questioning what the rules were around legalized marijuana.

The inclusion of a non-compete clause may appear to provide employers with peace of mind without any potential draw backs.

Every year the team at CCPartners provides our readers with tips for navigating the holiday season, and in particular holiday parties, without inviting unwanted liability.

The B.C. Human Rights Tribunal recently awarded an Applicant close to $475,000 in damages including an unprecedented $75,000 in damages for injury to dignity.

As you may be aware, yesterday the Ontario government announced a further easing of restrictions on businesses as the number of COVID-19 cases in the province continues to trend downward.

Following Iriotakis v. Peninsula Employment Services Limited, 2021 ONSC 998, a decision we wrote about in March, the Supreme Court of British Columbia further clarified offsetting CERB payments from wrongful dismissal damages calculations.

The Ontario government has announced that it will be extending all emergency orders that have been put in place to-date under section 7.0.2(4) of the Emergency Management and Civil Protection Act until May 29, 2020.

No doubt you heard, read or were emailed about the horrific incident of workplace violence that took place in Virginia just two weeks ago.

CCPartners has blogged on a number of court decisions over the last five years that have dealt with the enforceability of termination clauses

Employers of course have a duty to accommodate their employees' disabilities to the point of undue hardship, but did you know that an employee who unreasonably refuses to ...

In March 2017, Susan Crawford of CCPartners successfully obtained a decision from the Ontario Court of Appeal in Kielb v. National Money Mart Company which upheld a clearly worded bonus limitation clause.

By now we all know that an employer in Ontario has a duty to accommodate an employee with a disability, so long as the accommodation does not cause the employer to face undue hardship.

The Ontario Superior Court recently provided employers with yet another reminder about the care that has to be taken when drafting employment contracts.

We often use this space to highlight what employers should do. However, this week's blog is about as clear-cut an example of what not to do as an employer as you might ever find.