 |
 |
 |
Comments (1) Background Checks – Screening New Hires While Avoiding Human Rights’ Liabilities A bad hire is not only expensive but time consuming. According to one source, comprehensive background checks reveal red flags on 60% of job applicants. This means that over half the people applying to work for you may be unqualified. As Mark Mendelson (mmendelson@mendelsondavis.com) recently told Continue Reading…
A New Right to Privacy – Employers May Face Liability for Monitoring Employees E-mails Today, it is common for employees to browse the Internet and handle personal emails on their company computers and for employers to monitor this activity. Employers will need to think twice about this as a result of two important court decisions Continue Reading…
The Main Issue Regarding a Non-Solicitation Clause: Will Departing Employees Take Customers With Them? To plan for this worst case scenario, we like to ask at the time of hiring, “Could this person take your customers to a competitor if he or she quits?” The Solution: A Non-Solicitation Clause in the Employment Agreement If the potential for Continue Reading…
For over 20 years, the MacLeod Law Firm has been advising non-profit executives and boards of directors. Here are the five most important issues that non-profit boards and their executives should consider regarding employee liability: 1. A director can be held personally liable if the non-profit doesn’t comply with an employment law. A director can be held liable Continue Reading…
Many employers do not know about Accessibility for Ontarians with Disabilities Act (AODA). This law came into effect in 2005 however it did not impose any obligations on most small, private sector employers until January 1, 2012. Many employers are not aware of these obligations. About two weeks ago, one of our client’s received a Continue Reading…
Panorama Theme by 
Themocracy
