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What You Need To Know About Workplace Investigations – Harassment

As discussed in our previous blog, workplace investigations are critical to resolve workplace misconduct and ensure a healthy and safe workplace for all employees. This blog will dive deeper into…

Tips to Strengthen Your Workplace Policies

As an employer, it is critical to consistently review your workplace policies to ensure that they are up to date and in accordance with relevant legislation that governs human rights,…

What is “Unjust Dismissal”?

While the terms wrongful and unjust dismissal are often used interchangeably, unjust dismissal strictly applies to employees who are employed by federally regulated employers. In this blog, we discuss what…

FOUR KEY HIGHLIGHTS OF THE NEW WORKING FOR WORKERS ACT

In response to the COVID-19 pandemic’s profound impact on the workplace, the Ontario government introduced the Working for Workers Act, 2021 (“Bill 27”). Bill 27 is proposed legislation that, if…

Avoiding Discrimination During the Hiring Process

The recruitment process is generally responsible for more incidents of discrimination than any other area of employment. In general, employers understand that overt and explicit acts of discrimination, otherwise known…

Can I Refuse to Return to Work Because of COVID-19 Concerns?

As vaccination rates increase, more employers are requiring employees to return to work, either by recalling employees from a layoff or by directing employees to return to the office after…

FILING A WORKPLACE COMPLAINT

According to the Ontario Health and Safety Act (“OHSA“), employers have a duty to maintain a healthy and safe workplace for their employees. As part of this duty, employers must…

WHAT IS THE DUTY TO MITIGATE?

The duty to mitigate refers to a common law principle that requires an employee who has been wrongfully dismissed to take all reasonable steps to find comparable, alternative employment during…

WHAT IS A REASONABLE TERMINATION PACKAGE?

Following the termination of your employment, you may wonder if the termination package offered to you is sufficient or if you may be entitled to more. In the absence of…