2023 was an interesting year with the continuation of lingering COVID-19 issues as well as other exceptional decisions in the area of labour and employment law.

On April 24, 2020, Prime Minister Trudeau announced the government's latest initiative to support small businesses that have been impacted by the COVID-19 pandemic. The Canada Emergency Commercial Rent Assistance...

In April 2012 a worker working for Fournier Excavation, in Quebec, was buried alive when the walls of the unsupported trench he was working in collapsed.

April 1, 2017 is the deadline date for workers to be trained on the working at heights (WAH) training requirements as set out in the Occupational Health and Safety Act, Construction Regulation.

In a recent lower court decision in Ontario, the issue of frustration of contract was revisited. In the employment law context, a frustration of contract occurs when an unforeseen event renders...

It is fair to say that dismissals for "cause" (where no notice obligations are required by the employer as a result of the employee's conduct) are the exception rather than the rule in Ontario.

In the past we have reported on the Metron matter where, on December 24, 2009, six workers entered a faulty swing stage to repair balconies on the 13th floor of an apartment building in Toronto.

With the impending legalization of marijuana and a rise in the number of people using medical marijuana to treat any number of ailments, employers are increasingly concerned about how they will be able to manage or control marijuana use at work.

Further to our blog on October 9, 2014, this is just a reminder that the clock is ticking and organizations will be expected to be in compliance with many of the requirements under the Integrated Accessibility Standard by January 1, 2015.

Bill 18 received Royal Assent, meaning that the Ontario Legislature has passed into law some wide-ranging changes to the Employment Standards Act, 2000.

Last June CCP blogged about the risks employers face when they bring suspect counter-claims and make allegations of just cause that they can't support at a wrongful dismissal trial.

This is the question that K.L. v. 1163957799 Quebec Inc., 2015 ONSC 2417 hopes to answer.

The decision to take a wrongful dismissal matter to trial is one that employers should not make lightly. That goes doubly for pursuing an appeal, since the threshold for overturning decisions of the lower courts is usually a significant one.

Federally-regulated employees may be dismissed on a without cause basis under the Canada Labour Code.

Many employers use a probationary period with new employees to assess whether or not a new hire is a good fit for their organization.

"Piercing the corporate veil" is the judicial act of imposing personal liability on otherwise immune corporate officers, directors, and shareholders for the corporation's wrongful acts.

The Employment Standards Act, 2000 (the "Act") provides a mechanism through which employees may file employment standards complaints with the Ministry of Labour, including complaints for the recovery of wages, benefits, termination pay and severance pay

Many are familiar with the general idea that, when it comes to reasonable notice, one month per year of service is the usual starting point.

On the heels of news in late November that the federal government was "advised against a ban on replacement workers" earlier this year, we write now with relief that the current government...

The Court of Appeal of Manitoba recently confirmed that there is no common law duty on an employer to investigate prior to terminating an employee for just cause.