The Return of Large Punitive Damages Awards in Wrongful Dismissal Cases?
Are large punitive damages awards in wrongful dismissal coming back? Looking at the trial court’s decision in the case of Pate v. […]
Catherine Coulter
Full bioObligation to Post Ontario’s New Safety Poster
On October 1, 2012, Ontario Ministry of Labour inspectors began enforcing employers’ legal obligation to post the MOL’s new safety […]
Ontario Human Rights Commission’s “Policy On Competing Human Rights”
An employee’s guide dog causes a severe allergic reaction for co-workers. A religious employer requires employees to sign a faith-based code […]
Termination For Cause: Another Case of “Employer Beware”
A termination for good business reasons does not always equate to a termination for just cause. In the recent decision of […]
What constitutes consideration to uphold an agreement?
In the recent decision of Downey v. Ecore International Inc., the Ontario Court of Appeal found that a confidentiality agreement […]
Ontario Human Rights Code to protect transgendered individuals
Ontario’s Human Rights Code, which is celebrating its 50th anniversary on June 15th, is being amended to protect transgendered people […]
Ministry blitz of temporary agencies
From June until the end of August, 2012, the Ontario Ministry of Labour will be undertaking proactive inspections of temporary […]
L’importance de la disposition de cessation d’emploi
La décision qu’a rendue la Cour supérieure de justice de l’Ontario (CSJO) dans l’affaire Wright v. The Young and Rubicam […]
The “Wright” Way to Draft a Termination Provision
In the recently released Ontario Superior Court of Justice decision in Wright v. The Young and Rubicam Group of Companies, […]
Méfiez-vous des clauses restrictives ambiguës!
La Cour d’appel de l’Ontario a récemment rendu sa décision dans l’affaire Veolia ES Industrial Services Inc. v. Brulé et […]
Beware the ambiguous restrictive covenant!
In the case of Veolia ES Industrial Services Inc. v. Brule, the Ontario Court of Appeal recently confirmed that the severance […]
24-Month Notice “Cap” Exceeded: 65-Year-Old Employee Gets 26 Months
In the November 2011 Ontario case of Hussain v. Suzuki Canada, the court awarded 26 months’ notice to a 36 […]