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Disclaimer

Viewing this website does not create a lawyer-client relationship. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

Disclaimer of Liability

Information contained in this website is intended as general introductory information only. The information contained on this website is not legal advice. It should not be construed as legal advice and should not be relied upon as such. No solicitor-client relationship arises as a result of accessing or reading the information contained in this website. Contacting Sultan Employment Law and Workplace Immigration (the “Firm”) through the website, by e-mail or other means does not create a lawyer-client relationship with the Firm or any lawyer of the Firm. Accordingly, the Firm will bear no liability to the user, in any form. Before forming a lawyer-client relationship, it is necessary that the Firm determine whether any conflicts of interest exist and agree to the specific terms and conditions of the engagement, including remuneration. There are no representations or warranties made as to the accuracy or substantive adequacy of any information provided in this website. Legislative changes and changes to the interpretation of existing laws necessitate legal advice. For information particular to your employment situation, you should seek legal advice from an experienced employment lawyer in your jurisdiction. No action with regards to your particular circumstances should be taken until you have obtained legal advice. Reviewing this website should not be viewed as having sought professional advice, but rather as obtaining general information which should not be relied on.

Communications and information transmitted via email or the Internet is not a 100% secure medium, regardless of the steps taken to secure it, therefore you should be aware of security risks when contacting and sending confidential and personal information to the Firm using e-mail and other forms of electronic communication.

Terms of Use

This website is provided to you subject to your compliance with the following terms and conditions. If you do not agree to be bound by these terms, please do not access or use this site. Sultan Employment Law and Workplace Immigration (the “Firm”) reserves the right to change the terms of use at any time. It is the user’s responsibility to review these terms regularly.

Information contained in this website is intended as general introductory information only. The information contained on this website is not legal advice. It should not be construed as legal advice and should not be relied upon as such. No solicitor-client relationship arises as a result of accessing or reading the information contained in this website. Contacting the Firm through the website, by e-mail or other means does not create a lawyer-client relationship with the Firm or any lawyer of the Firm. Accordingly, the Firm will bear no liability to the user, in any form. Before forming a lawyer-client relationship, it is necessary that the Firm determine whether any conflicts of interest exist, and that you agree to specific terms and conditions of the engagement, including remuneration. There are no representations or warranties made as to the accuracy or substantive adequacy of any information provided in this website. Legislative changes and changes to the interpretation of existing laws necessitate legal advice. For information particular to your employment situation, you should seek legal advice from an experienced employment lawyer in your jurisdiction. No action with regards to your particular circumstances should be taken until you have obtained legal advice. Reviewing this website should not be viewed as having sought professional advice, but rather as obtaining general information which should not be relied on.

Communications and information transmitted via email or the Internet may not be secure, confidential, or protected by lawyer-client privilege. Please do not send any confidential or sensitive communications or information without first contacting one of our lawyers, and receiving further information about how to proceed. Downloading of content is at the user’s own risk. The Firm does not guarantee that the website or the contents are compatible with your computer system or free of viruses, worms or other malicious codes that may cause damage to your systems. The user is responsible in ensuring the security of their computer systems in preventing any damage that may be caused by accessing the internet to view and use our site.

This website also offers links to websites owned and controlled by others. The Firm is not responsible for the content, operation, links or transmissions, or any information provided on any website which may be accessed by a link from this website. The Firm does not in any way endorse the owner, a website, or the information contained therein, or any website on the Internet that may be visited as a result of following any links that may be provided on this website. Unless explicitly indicated, there is no association or affiliation with the Firm to any website as these websites may be owned and operated by third parties and the Firm expressly disclaims all liability with respect to actions taken or actions not taken based on information received from a third party website linked, directly or indirectly, to this website.

Privacy Policy

As we are committed to protecting any personal information we receive, Sultan Employment Law and Workplace Immigration (the “Firm”) takes all reasonable measures in ensuring the privacy, confidentiality and security of personal information by maintaining high standards in security systems, restricted file access, highest technology security with a private cloud server located in a high security Data Centre, internal passwords and security policies. As a law firm providing employment law related legal services the Firm is committed to maintaining the highest standards of privacy and confidentiality.

The Firm collects and uses personal information primarily to provide employment law related services, including but not limited to, establishing and managing lawyer-client relationships, avoiding conflicts of interest, developing and managing the Firm’s knowledge-management precedent systems and databases, detecting error, negligence, breach of contract, fraud, theft and other illegal activity and protecting the Firm from the same, auditing compliance with the Firm’s policies and contractual obligations, for any purpose required to comply with any legal or regulatory requirements or provisions and for any other purposes for which your consent has been obtained.

The types of personal information the Firm may collect include name, address, billing and any other information relevant to a legal matter(s) incidental to the provision of legal advice and services by the Firm, such as personal information about directors, officers and employees or employers of a client, decision makers, experts, business partners, clients, other party, witnesses, beneficiaries, family members, adverse parties or parties-in-interest, shareholders, investors other professional advisors, investigators, etc. Your consent for the collection, use and disclosure of your personal information can be accepted orally or in writing, depending on the circumstances and in some cases may be implied through your conduct. The Firm collects information only by lawful and fair means and not in an unreasonably intrusive way. Wherever possible, the Firm obtains personal information directly from you prior to and throughout the course of representation. At times the Firm may also obtain information from other sources, including Google, Yahoo, Bing, LinkedIn, Facebook, Twitter, Corporate Searches etc. The Firm will re-obtain your consent if we intend to use your personal information for a purpose that varies from the initial reason it was obtained.

The Firm will disclose your personal information under certain circumstances. These circumstances include but are not limited to: when required or authorized to do so by law; when your consent for the disclosure has been obtained; when disclosure is required for the delivery of legal services wherein your consent is implied; where it is necessary to establish or collect fees; if the Firm engages a third party, bound by this policy, to provide administrative services to us; if the Firm engages expert witnesses on your behalf; if the Firm retains other law firms in this or other jurisdictions on your behalf; or, if the information is already publicly known. Exceptions to the provision of access to personal information include but are not limited to: information protected by solicitor-client privilege; information generated in the course of a formal dispute resolution process; information about another individual where disclosure would reveal confidential commercial information. The Firm does not disclose your personal information to any third party to assist the third party in marketing their products or services and does not provide our client mailing lists to other parties.

As accuracy of information is critical in providing employment law related services, it is important that if your personal information changes, that you immediately inform the assigned law clerk or lawyer in writing of such changes so that all necessary updates can be made promptly. When contacting the Firm using e-mail, please be aware that it is not a 100% secure medium to use for sending confidential and personal information, despite numerous steps taken by the Firm to secure it. The Firm does not use Social Insurance Numbers as a way of identifying or organizing the personal information we receive.

Whenever it is legal and practicable, the Firm may offer the opportunity to deal with general inquiries without providing your name, for example, by accessing general information on our web-site. However to provide any further information regarding your situation we are required by the Law Society of Upper Canada (By-Law 7.1, Part III) to record your personal information, to establish an individual’s or corporation’s identity and for reference as appropriate.

The Firm regularly reviews all of its policies and procedures and reserves the right to make changes to the Confidentiality and Privacy of Information Policy at any time.

This policy is governed by and interpreted in accordance with the laws of the Province of Ontario and the federal laws of Canada applicable therein, and does not create or confer upon any individual any rights, or impose upon the Firm any rights or obligations outside of, or in addition to, any rights or obligations imposed by the applicable laws. In the event of a conflict between any term of this policy and the applicable laws, the applicable laws shall prevail.