Your search for ‘Salans LLP’ returned 853 results

The role of intent in the determination of whether a worker is an employee or independent contractor has taken on greater significance in the last decade or so.

Subsection 163(1) of the Income Tax Act imposes a penalty of 10% on an amount that a taxpayer fails to report where there has been a previous failure to report.

What must the Crown plead and how must she plead it? This question became an issue in the Tax Court's recent decision in Legge v. The Queen.

In Rochefort v. The Queen, the Tax Court of Canada provided clarity on the definition of "ownership" for the purposes of the GST/HST New Housing Rebate.

In CRA Document No. 2013-0487181I7 "Extension of the reassessment period", the CRA was asked to provide its views on the operation of subsection 220(3) of the Income Tax Act.

Upon fulfillment of certain conditions, it is possible to employ foreigners in the Czech Republic.

The Privy Council has discussed the basis on which a term will be implied into a contract or other instrument. The particular case concerned the articles of association of a company, but it was made clear that the same approach should apply to the interpretation of contracts and statutory enactments.

Recent enforcement under Canada's anti-spam legislation (CASL) by the Canadian Radio-Television and Telecommunications Commission (CRTC) is keeping the spotlight on this new legislation, which came into force just last year.

The state of the health of the global real estate industry is a matter of much debate and speculation following an unprecedented period of turmoil trigged by the sub-prime crisis in the US more than two years ago.

The Court of Appeal in Drywall Acoustic Lathing and Insulation, Local 675 Pension Fund (Trustees of) v. SNC-Lavalin Group Inc.

In the recent Ontario Superior Court of Justice decision, Kielb v National Money Mart Company, an employee was denied a bonus payment upon termination based on the provisions of the employment contract.

An adjudicator has criticized an employer’s motivational presentation as "offensive, distasteful and inappropriate as a motivational tool", but found that it was not illegal.

Dangerous workplaces require particularly careful training and supervision, a judge has stated in convicting a propane company.

The recent Divisional Court decision in Ghanny v. 498326 Ontario Limited 2013 ONSC 4057 provides a useful reminder of the steps an employer should take to minimize the risk of constructive dismissal when engaging in a good faith reorganization that impacts on the terms and conditions of its employees' employment.

Ms. Fair was employed by the Hamilton-Wentworth District School Board from 1988 to 2004, when her employment was terminated.

An unremorseful mail room clerk’s sexual harassment and grabbing of a contract worker was just cause for dismissal, the Ontario Divisional Court has held, overturning and criticizing an arbitrator’s decision.

Not surprisingly, employers seek to hire individuals who will perform the duties of their job diligently, honestly and faithfully.