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Is Your Company Federally Regulated or Not? A Primer on the Derivative Jurisdiction Test

Federally regulated employees are governed by the Canada Labour Code, the federal equivalent of the Ontario Employment Standards Act.

Non-Compete Agreement No Longer Legal Under Bill 27: Working for Workers Act, 2021

Non-Compete Agreement No Longer Legal Under Bill 27. We'll discuss the most important amendments under Bill 27 in this blog post.

A Case Law Analysis of How Much Notice Is Reasonable Following Termination Without Cause?

A Case Law Analysis of How Much Notice After Termination Is Reasonable? Find out how much severance pay you are entitled after termination.

Successful Constructive Dismissal Cases In Recent Years

Constructive dismissal occurs when an employer fails to meet the fundamental responsibilities results in fundamental contract breach.

Can Employer Force Employee to Sign a New Employment Contract to Avoid Constructive Dismissal Claim?

Can Employer Force Employee to Sign a New Employment Contract? Am I forced to sign new employment contract in fear of getting fired?

Case Update on Heller v. Uber Technologies - Are Uber Drivers Employees or Independent Contractors?

independent contractors are found to be misclassified in may cases, are ineligible for all employment law entitlements reserved for employee

The Persistent Myth of the "2-Year" Rule in Disability Cases

There is a persistent myth that after two years of incapacity or absence due to disability or illness, an employer is entitled to end the...

Am I Barred From Claiming Constructive Dismissal or Wrongful Dismissal if I Quit Due to Stress?

Section 31 of the WSIA allows a party to apply to WSIAT to determine whether the right of action has been state barred. Am I barred?

Termination For Cause After Waksdale v Swegon North America Inc.

Termination For Cause After Waksdale v Swegon North America Inc. entire termination provision because it violated Employment Standards Act

Are you A Contractor or An Employee?

Contractors and Employees have completely different employment law entitlements and protection. You want to be sure what you are getting.