EXPERIENCED

STRATEGIC

RESULTS-ORIENTED

Navigating The Employment Law Waters

Contact Us

Navigating The Employment Law Waters

What We Do

The MacLeod Law Firm advises and represents private and public sector employers of all sizes including non-profit organizations. Our motto, “All We Do is WORK,” means that our lawyers only practice workplace law. This includes employment law, labour law and human rights law.

What To Expect

Our goal is to give you peace of mind by quickly and competently resolving workplace issues.
=

Because we are competent, we can respond to questions and provide advice quickly. We understand you want to get your legal question answered as fast as possible so you can focus on business priorities.

Since we provide our cell phone numbers to clients and we answer our phones directly, we are very accessible.

=

We explain your legal rights in plain English and provide you with advice that makes business sense. We take your risk tolerance into account when providing this advice.

We only practice workplace law and our firm has been acknowledged by our legal peers and by the human resources community as being one of the top labour and employment law firms in Canada.

Services

Z

Employee Terminations & Severance Packages

Z

Employment Contracts

Z

Human Resource Policies

Z

Human Rights

Z

Employee Terminations & Severance Packages

Employee Termination

For over 25 years, we have been advising employers in connection with employee terminations.

We understand that terminating the employment of a colleague can be one of the most difficult decisions that a manager will ever make.

The best way to minimize the time and cost associated with an employee termination is to include a well-crafted termination clause in an employment contract.

Before terminating an employee we recommend that the employer speak to an employment lawyer to find out the organization’s legal exposure. After obtaining this advice, the employer may decide to delay the termination or implement a lessor form of discipline.

Severance Packages

Once a client has decided to terminate an employee, we discuss and prepare a severance package.

Here are some questions we discuss with our clients before preparing a severance package:

Should the employer allege there was just cause for termination?
=
If there is no just cause, should the employer provide working notice of termination, or pay in lieu of this notice?
How much notice of termination (or termination pay) should the employer provide?
=
Should the employer pay out the termination pay in a lump sum amount or by way of periodic payments?
How long should the employee continue employee benefits after the termination date?
=
Should the employer offer a reference letter?
Should the employer offer outplacement counselling?
=
Does the employer want to make one final settlement package or is the employer prepared to negotiate enhancements to the initial package?
Each employee termination and severance package is different. There is no one size fits all approach.
Z

Employment Contracts

Employment Contracts

Well crafted employment contracts are the best investment you can make when hiring employees.

Once you understand the benefits of employment contracts, we think that you will insist that all new employees sign one.

Employment contracts need not be intimidating documents. We recommend that the contract take the form of a written offer of employment as opposed to a formal employment contract that is written in legalese. Once the employee signs the offer then it generally becomes a legally binding contract.

We recommend that the offer letter be drafted in plain English so it is easily understood by the employee.

There is no one size fits all when it comes to employment contracts.

Some employers have a policy manual which sets out certain terms and conditions of employment. Other employers have stand-alone policies that set out certain terms and conditions of employment. Regardless of the current state of an organization’s human resources policies, a properly drafted employment contract can bring together all of the terms and conditions of employment into one document.

One of the main benefits of using employment contracts is that it can significantly reduce the time, cost and uncertainty associated with employee terminations.

Z

Human Resource Policies

For over 25 years, we have been reviewing and preparing human resource policies for our clients.

We advise employers on their obligations to implement mandatory human resource policies.

For example, the Ontario Occupational Health & Safety Act mandates that most employers prepare and post several policies in the workplace. Many employers are required to prepare written policies under the Accessibilities for Ontarians with Disabilities Act. Did you know that an employer must prepare a written individual accommodation plan if a disabled employee requests accommodation.
Z
We recommend that employers implement human resource policies that are not required by law:

For example, we suggest that most employers implement, among other policies, a human rights policy, and a drug & alcohol policy.

Z
We review and comment on existing and proposed human resource policies:
When doing so, we often find that the employer has inadvertently implemented policies that reduce the organization’s right to manage. This can happen if an employer “borrows” policies from another organization – particularly unionized workplaces. If you can’t explain how a policy helps the organization, then ask yourself, “why does it exist”?
Z
We draft human resource policies on behalf of employers:
We are aware that human resource policies can be used against an organization in litigation. We keep this legal backdrop in mind when drafting policies on behalf of our clients. For example, if an organization sets a standard in a policy that is higher than the minimum legal requirement then the employer will generally be held to that higher standard. Similarly, if an organization does not consistently enforce a policy then a court may not enforce the policy or uphold discipline that is based on a violation of that policy. Computer use policies that completely ban the use of company property for personal use is an example of such a policy.
Z

Human Rights

The Ontario Human Rights Code

For over 25 years, we have been advising employers on human rights issues.

Employees can file a free online complaint under the Ontario Human Rights Code and each person who files a complaint has the right to go to a hearing. The Human Rights Tribunal of Ontario has the jurisdiction to award unlimited damages for a violation of the Code. Damage awards are increasing and we believe that these awards will continue to increase. If the employee’s complaint is thrown out the Tribunal will not order the employee to pay the employer’s legal costs.

Although not required by law, we recommend that most employers implement a written human rights policy that includes a written complaint procedure.

We advise employers on their obligations under the Human Rights Code in connection with disabled persons including questions about an organization’s duty to accommodate an employee’s disability.

We advise employers concerning their obligations the Human Rights Code in connection with pregnant employees such as an organization’s obligation to re-employ an employee after a pregnancy leave.

We advise employers on their obligation to provide a discrimination-free work environment for women such as what is and what is not sexual harassment.

We advise employers on their obligations in connection with their older employees. An employer can not mandatorily retire an employee at age 65 and you terminating an older worker can result in increased legal exposure.

Z

Employment Standards

Z

Departing Employees

Z

Occupational Health & Safety

Z

Employee vs. Independent Contractor

Z

Employment Standards

The Ontario Employment Standards Act

For over 25 years, the MacLeod Law Firm has been advising employers on their obligations under the Ontario Employment Standards Act including:
Z
The obligation to keep certain records:
Do you know an employer must provide an employee with a statement containing certain information every pay day? Or that an employer must record an employee’s name, address, start date, and the number of hours worked each day and each week?
Z
The obligations to pay overtime pay:
Did you know certain employees are not entitled to overtime?
Z
The obligation to provide for paid public holidays?:

Do you know that an employee does not need to work the day before or after the public holiday to get paid for the day? But the employee has no such entitlement if he or she fails, without reasonable cause, to work all of his or her last regularly scheduled day of work before the public holiday or all of his or her first regularly scheduled day of work after the public holiday.

Z
The obligation to provide for a paid vacation:
Did you know that as a result of Bill 148 an employer is now required to provide an employee with three weeks vacation after five years service? Or that an employer must get written consent from an employee before the employee forgoes taking a vacation?
Z
The obligation to provide for unpaid leaves:

Did you know that an employee is generally entitled to pregnancy leave and parental leave?

Z
The obligation to provide notice of termination to certain employees:
Did you know that employees are entitled to receive longer notice periods if the employer terminates 50 or more employees?
Z
The obligation to provide severance pay to certain employees:
Did you know that if your organization’s payroll is more than $2.5M and an employee has worked more than 5 years then he or she is generally entitled to receive one week severance pay for each year of service to a maximum of 26 weeks in addition to any notice of termination the employe is owed under the ESA?
Z

Departing Employees

Non-Solicitation Agreements & Departing Employees

MacLeod Law Firm often advises employers on non-solicitation agreements and the handling of recently departed employees.

Even though non-solicitation agreements have been signed, we are often called by employers who are concerned that departing employees may be taking clients or employees to a competitor.

Here are three questions that we often discuss:

If departing employees have signed non-solicitation agreements, they have agreed to not compete or solicit customers/employees for a specific period of time. Is the agreement enforceable?
=
If a non-solicitation agreement does not exist, is the departing employee a fiduciary? If so, the departing employee may have a common law duty not to solicit customers for a reasonable period of time.
If the departing employee is improperly soliciting customers what are the employer’s legal rights?
Z

Occupational Health & Safety

Ontario Occupational Health and Safety Act

This law imposes many obligations on employers.
Z
The obligation to prepare, post and review certain occupational health and safety information annually
Z
The obligation to establish a joint health and safety committee if there are 20 or more employees:
Did you know that only non-managerial employees can elect the worker representatives? Or that all members of this committee are required to be certified by the Workplace Safety and Insurance Board?
Z
The obligation to take every precaution reasonable in the circumstances for the protection of the worker:

Did you know that every director and officer of a corporation shall take all reasonable care to ensure that the corporation complies with the Ontario Occupational Health and Safety Act?

Z
The obligation not to use prescribed hazardous materials unless they are identified, material safety data sheets exist, and worker training and instruction requirements are met?
Did you know that under the Ontario Occupational Health and Safety Act an employer is required to inform a worker if he or she is working with hazardous materials?
Z
The obligation to provide a worker with a safe place if the worker refuses to work because of unsafe working conditions:
Did you know that under the Ontario Occupational Health and Safety Act an employee is entitled to be paid for the time he or she spends waiting for the investigation into the work refusal to conclude?
Z

Employee vs. Independent Contractor

Independent Contractor vs. Employee

One of the most common issues that arises in employment law is whether an individual is an employee or an independent contractor.
An employee has many more rights than an independent contractor. For example:

An employee and an independent contractor can be awarded damages under the Ontario Human Rights Code but claims by employees are much more common.

=
An employee has the right to paid vacation, public holidays, and overtime under the Ontario Employment Standards Act.
An employee and an independent contractor has rights under the Occupational Health & Safety Act but an employee has more rights.
=
An employee is entitled to reasonable notice of termination unless he or she has agreed to a lessor notice period. An independent contractor is generally not entitled to notice of termination but a dependent contractor is generally entitled to receive notice of termination.
An employee has the right to collect employment insurance benefits.
Contractors generally pay less taxes than employees, and employers deduct and remit no payroll taxes for contractors. Accordingly, the Canadian Revenue Agency (CRA) is vigilant about reviewing contractor agreements to make sure that the government is not foregoing taxes.

Even if an employer and a contractor agree in writing that the contractor is not an employee, the courts, administrative tribunals and the CRA will in some cases conclude the person is an employee.

To determine whether a person is an employee or a contractor the CRA, courts and administrative tribunals look at the substance of the relationship. One of the main factors that is considered is how much control the employer exercises over the individual. The more control the more likely a contractor relationship will be found.

Fixed Fee Services

Z

Fixed Fee Services

Z

À La Carte Fixed Fee Services

Employer Blog

In The News

Legislative changes heighten occupational health and safety issues

Legislative changes heighten occupational health and safety issues

Wrongful dismissal: Recent case law increases legal uncertainty

Wrongful dismissal: Recent case law increases legal uncertainty

Employer Obligations: Pregnancy & Parental Leave

Employer Obligations: Pregnancy & Parental Leave

More Changes to Ontario Employment Laws

More Changes to Ontario Employment Laws

Employment law update: mid-year report

Employment law update: mid-year report

A benefit of working past 65: employee benefits must continue

A benefit of working past 65: employee benefits must continue

Pot legalization could spike human rights complaints

Pot legalization could spike human rights complaints

Cannabis legalization calls for drug policies

Cannabis legalization calls for drug policies

Fixed-fee services becoming more attractive to clients

Fixed-fee services becoming more attractive to clients

Employment legislation switch leaves lawyers, HR consultants scrambling

Employment legislation switch leaves lawyers, HR consultants scrambling

MacLeod LLP helps employers train harassment investigators

MacLeod LLP helps employers train harassment investigators

Will changed workplace laws increase competitiveness?

Will changed workplace laws increase competitiveness?

Metrolinx to ban workers from using pot on their own time

Metrolinx to ban workers from using pot on their own time

MacLeod Law Firm adds new associate

MacLeod Law Firm adds new associate

Seminars to review significant human rights, labour law issues

Seminars to review significant human rights, labour law issues

Employers must probe any claims of work harassment

Employers must probe any claims of work harassment

Ageism is alive and thriving in our workforce, limiting older employees, say experts

Ageism is alive and thriving in our workforce, limiting older employees, say experts

The Cost of Terminating an Employee When a Business is Sold

The Cost of Terminating an Employee When a Business is Sold

More than Half of Employer Worried about Marijuana Legislation

More than Half of Employer Worried about Marijuana Legislation

Will Your Employee Termination Clauses Stand Up In Court?

Will Your Employee Termination Clauses Stand Up In Court?

Being part of the team

Being part of the team

Probationary clause gets employer into hot water

Probationary clause gets employer into hot water

What triggers the duty to inquire about a mental illness?

What triggers the duty to inquire about a mental illness?

Litigation risk associated with employee terminations

Litigation risk associated with employee terminations

Social aspect a significant upside of working onsite

Social aspect a significant upside of working onsite

The basics: Just cause for termination

The basics: Just cause for termination

Internal investigations officer like ‘preventative medicine’

Internal investigations officer like ‘preventative medicine’

Establishing just cause for termination

Establishing just cause for termination

Ontario judge strikes down yet another termination clause

Ontario judge strikes down yet another termination clause

Employment contracts may need to be amended because of a recent Court of Appeal decision

Employment contracts may need to be amended because of a recent Court of Appeal decision

OHSA workplace harassment amendments to take effect September 8, 2016: Are you ready

OHSA workplace harassment amendments to take effect September 8, 2016: Are you ready

Ontario Court of Appeal upholds decision to reinstate disabled employee with 10 years back pay: Will human rights litigation ever be the same again?

Ontario Court of Appeal upholds decision to reinstate disabled employee with 10 years back pay: Will human rights litigation ever be the same again?

Accommodating disabled employees: Can an employee demand to work at a different workplace?

Accommodating disabled employees: Can an employee demand to work at a different workplace?

Disabled employee earning $22,000 per year awarded $110,000 damages

Disabled employee earning $22,000 per year awarded $110,000 damages

Employee or contractor? That is the $64,000 question

Employee or contractor? That is the $64,000 question

Accommodating the disabled employee: The individual accommodation plan

Accommodating the disabled employee: The individual accommodation plan

Wrongful dismissal: The latest from Ontario’s Court of Appeal

Wrongful dismissal: The latest from Ontario’s Court of Appeal

The moving target of constructive dismissal law

The moving target of constructive dismissal law

Employment Act should be backed by education, enforcement: MacLeod

Employment Act should be backed by education, enforcement: MacLeod

Top 10 employment law stories of 2015

Top 10 employment law stories of 2015

Rusonik settles with former employee

Rusonik settles with former employee

Detailed employment contracts can keep companies out of court

Detailed employment contracts can keep companies out of court

Three ways to minimize termination pay

Three ways to minimize termination pay

When The Personal Becomes Professional

When The Personal Becomes Professional

Employers unlikely to comply with rules without consequences

Employers unlikely to comply with rules without consequences

Focus: Employers urged to prepare for new AODA requirements

Focus: Employers urged to prepare for new AODA requirements

Employee discipline requires discretion

Employee discipline requires discretion

How employment contracts, consultation prevent legal fires

How employment contracts, consultation prevent legal fires

Employee awarded $ 150 000 in general damages for sexual harassment

Employee awarded $ 150 000 in general damages for sexual harassment

The cost of firing an employee for filing a complaint

The cost of firing an employee for filing a complaint

Less rigid approach to discipline effective for law firms

Less rigid approach to discipline effective for law firms

Setting departure terms in contract can lessen disruption

Setting departure terms in contract can lessen disruption

Toronto Employment Lawyer Doug MacLeod talks about recent California Uber decision

Toronto Employment Lawyer Doug MacLeod talks about recent California Uber decision

Toronto Employment Lawyer Doug MacLeod Comments on Managing Employees with Mental Disabilities in Ontario, Canada

Toronto Employment Lawyer Doug MacLeod Comments on Managing Employees with Mental Disabilities in Ontario, Canada

Action plan’s pledge to change OHSA may not be sensible

Action plan’s pledge to change OHSA may not be sensible

Toronto Employment Lawyer, Doug MacLeod, Comments on Ontario’s Action Plan to Stop Sexual Violence and Harassment in the Workplace

Toronto Employment Lawyer, Doug MacLeod, Comments on Ontario’s Action Plan to Stop Sexual Violence and Harassment in the Workplace

Fully investigating discrimination complaints safest move for employers

Fully investigating discrimination complaints safest move for employers

Disability Laws Are Overwhelming Small Employers in Ontario, Canada Says Employment Lawyer Doug MacLeod

Disability Laws Are Overwhelming Small Employers in Ontario, Canada Says Employment Lawyer Doug MacLeod

Family hires must sink or swim on their own

Family hires must sink or swim on their own

Tight family ties can choke firms

Tight family ties can choke firms

Toronto employment lawyers Doug MacLeod and Nicole Simes, of MacLeod Law Firm, face off: Be it resolved that an employer should never terminate an employee when they return from maternity leave.

Toronto employment lawyers Doug MacLeod and Nicole Simes, of MacLeod Law Firm, face off: Be it resolved that an employer should never terminate an employee when they return from maternity leave.

How to prevent a poisoned work environment

How to prevent a poisoned work environment

Contractors and the duty to accommodate

Contractors and the duty to accommodate

Discrimination ruling good news for employees

Discrimination ruling good news for employees

Discrimination ruling good news for employees

Discrimination ruling good news for employees

Human rights update

Human rights update

Approval of Target Canada employee trust good news for workers

Approval of Target Canada employee trust good news for workers

The top 10 employment law stories of 2014

The top 10 employment law stories of 2014

Doug MacLeod comments on Five Employment Law Realities in Ontario

Doug MacLeod comments on Five Employment Law Realities in Ontario

Doug MacLeod provides tips to employers about the upcoming holiday season

Doug MacLeod provides tips to employers about the upcoming holiday season

Federal agents entitled to fixed shifts due to child care, appeal court rules

Federal agents entitled to fixed shifts due to child care, appeal court rules

Mother claims a niqab wearing school bus driver poses a security risk

Mother claims a niqab wearing school bus driver poses a security risk

Termination upheld for firefighter axed over sexist tweets

Termination upheld for firefighter axed over sexist tweets

Is this a watershed in battle against sexual harassment?

Is this a watershed in battle against sexual harassment?

Doug MacLeod comments on the Ontario Liberal government’s introduction of employee friendly labour laws for distribution

Doug MacLeod comments on the Ontario Liberal government’s introduction of employee friendly labour laws for distribution

Mandate outlined by CBC raises legal question

Mandate outlined by CBC raises legal question

HRTO fee decision sends message

HRTO fee decision sends message

‘Context is everything’ when it comes to harassment

‘Context is everything’ when it comes to harassment

Toronto employment lawyers Doug MacLeod and Nicole Simes face off: be it resolved that terminated employees should be required to actively seek employment.

Toronto employment lawyers Doug MacLeod and Nicole Simes face off: be it resolved that terminated employees should be required to actively seek employment.

Building services providers and termination pay

Building services providers and termination pay

Workshop to discuss managing disabled employees

Workshop to discuss managing disabled employees

Termination pay for non-employees

Termination pay for non-employees

Toronto employment lawyers Doug MacLeod and Nicole Simes, of MacLeod Law Firm, face off: Be it resolved that employers should always give a reference.

Toronto Employment Lawyer Comments On What He Considers Mental Gymnastics From Ontario’s Highest Court

Toronto Employment Lawyer Comments On What He Considers Mental Gymnastics From Ontario’s Highest Court

Amended act will allow for more time off work

Amended act will allow for more time off work

Unpredictable decisions make it difficult to give sound advice

Unpredictable decisions make it difficult to give sound advice

SCC ruling reduces wrongful dismissal court costs

SCC ruling reduces wrongful dismissal court costs

Toronto employment lawyer Doug MacLeod says more health and safety obligation are soon to be imposed on Ontario’s employers.

Toronto employment lawyer Doug MacLeod says more health and safety obligation are soon to be imposed on Ontario’s employers.

Court opens way to faster settlements of wrongful dismissal cases

Court opens way to faster settlements of wrongful dismissal cases

Tips for corporations doing business in Ontario

Tips for corporations doing business in Ontario

Decision underlines difficulty of justifying random testing

Decision underlines difficulty of justifying random testing

Fixed schedule ruling unlikely to open floodgates

Fixed schedule ruling unlikely to open floodgates

Toronto Employment Lawyer Doug MacLeod says there are conflicting decisions on what is an employer’s duty to give time off to allow an employee to care for children or parents.

Toronto Employment Lawyer Doug MacLeod says there are conflicting decisions on what is an employer’s duty to give time off to allow an employee to care for children or parents.

Seminar targets business owners, HR employees

Seminar targets business owners, HR employees

Ignorance of law no defence under Ontario’s accessibility law

Ignorance of law no defence under Ontario’s accessibility law

Toronto Employment Lawyer Doug MacLeod says even as a small business Accessibility for Ontarians with Disabilities Act applies to you.

Toronto Employment Lawyer Doug MacLeod says even as a small business Accessibility for Ontarians with Disabilities Act applies to you.

Open secrets online: What’s personal and what’s corporate?

Open secrets online: What’s personal and what’s corporate?

Drawing the line between personal, corporate online presence

Drawing the line between personal, corporate online presence

Toronto Employment Lawyer Doug MacLeod explains why employment contracts should be reviewed regularly.

Toronto Employment Lawyer Doug MacLeod explains why employment contracts should be reviewed regularly.

AODA and Small business: Severe penalties for lack of accessibility for the disabled

AODA and Small business: Severe penalties for lack of accessibility for the disabled

Doug MacLeod speaking on employee termination in Barrie

Doug MacLeod speaking on employee termination in Barrie

Employers need to stay on top of their obligations under Health and Safety legislation, says Toronto employment lawyer Doug MacLeod.

Employers need to stay on top of their obligations under Health and Safety legislation, says Toronto employment lawyer Doug MacLeod.

Toronto employment lawyer Doug MacLeod says just because you call someone an independent contractor doesn’t mean they are.

Toronto employment lawyer Doug MacLeod says just because you call someone an independent contractor doesn’t mean they are.

Is Small Claims Court a good venue for wrongful dismissal cases?

Is Small Claims Court a good venue for wrongful dismissal cases?

Small claims limit increase big reason for more cases

Small claims limit increase big reason for more cases

Toronto employment lawyer Doug MacLeod says employers need to put workplace social media policies in place.

Toronto employment lawyer Doug MacLeod says employers need to put workplace social media policies in place.

Event aims to raise $100,000 for Parkinson’s research

Event aims to raise $100,000 for Parkinson’s research

Code of conduct can protect employer’s reputation

Code of conduct can protect employer’s reputation

Toronto employment lawyer Doug MacLeod tells AdvocateDaily.com how small businesses should handle disabled employees.

Toronto employment lawyer Doug MacLeod tells AdvocateDaily.com how small businesses should handle disabled employees.

Employment reforms could overwhelm small businesses

Employment reforms could overwhelm small businesses

Employers may face liability for monitoring e-mail

Employers may face liability for monitoring e-mail

Cases should hit home for employers monitoring emails

Cases should hit home for employers monitoring emails

Asking applicant age qualifies as discrimination

Asking applicant age qualifies as discrimination

Social media matters in the workplace

Social media matters in the workplace

How employers can avoid fines up to $500K

How employers can avoid fines up to $500K

Waitress’s termination “unfair,” MacLeod says

Waitress’s termination “unfair,” MacLeod says

What to consider after job termination

What to consider after job termination

Maternity leave part of a long-term investment, says MacLeod

Maternity leave part of a long-term investment, says MacLeod

w

Testimonials

Catherine Lang, Vice President, Human Resources, Manchu Wok (Canada) Inc.
Doug MacLeod of the MacLeod Law Firm has provided legal services for our organization for several years. His work and advice is both practical and relevant to our business. His firm has provided a wide array of employment law services such as: employment contracts; employee terminations; severance packages; human resource policy review; stock option issues; human rights complaints (including out of Province complaints); sick leave return to work issues; workplace harassment complaints; OHSA including Bill 168; and, various employment standards issues including leaves of absence, and vacation. Doug’s advice and support is timely and focused on the issue which allows our organization to reduce risk, limit exposure and move forward with our business.We are extremely pleased with all services provided and consider this firm as a strong business partner.
Laetitia Pacaud, Chief Operating Officer of Strathallen Capital Corporation
Doug MacLeod of the MacLeod Law Firm handles all of Strathallen Capital Corporation’s employment law advice across Canada. This partnership has greatly assisted Strathallen during its growth stages and has ensured that our business has exceptional policies and procedures to rely on. We are grateful to have an industry leader to turn to in times of need. His calm and practical approach has resulted in limited exposure to Strathallen concerning employee claims which has resulted in low cost solutions to legal claims. The use of his services comes with my highest recommendation.
Brian Cookson, President of RDP Associates Inc.
Doug MacLeod of the MacLeod law Firm has provided RDP Associates Inc. (RDP) with considerable employment advice and representation including: preparing employment contracts; preparing, commenting and revising human resource policies including a discrimination free workplace policy, and a workplace harassment and violence policy; advising on employees who are on sick leave; preparing severance packages; advising on employee terminations; defending RDP in connection with employment actions; dealing with other lawyers on behalf of RDP; and advising on RDP’s obligations under OHSA including Bill 168. In all cases and for all facets of our work with Doug, we have found him to be knowledgeable, helpful and always available when we required his services (many times at a moment’s notice).
Kate Venn, Manager of Human Resources, YMCA of Simcoe/Muskoka
I have had the opportunity to work with Doug MacLeod on several occasions and I have found that I can always rely on him to provide great advice on a variety of issues in employment law. Doug has helped us successfully navigate through some unusual situations, and he was a great resource for us when we were revising our HR policies and employment contracts. I appreciate that Doug always takes the time to get to know all the details so that he can provide the best advice possible in each circumstance. In addition to Doug’s great legal advice, he also offers great insights through his blogs. I would not hesitate to call Doug again in the future when we need assistance.
Heather Crawford, General Counsel & Corporate Secretary, Clairvest Group Inc.
Doug MacLeod of the MacLeod Law Firm has provided us with practical legal advice on a wide range of employment law matters over the years. His advice has always been timely and proactive at reasonable rates that do not include the cost of unnecessary overhead. I would highly recommend Doug.
Kim Marshall, Innovative Automation Inc.
Doug has been a key advisor to Innovative Automation for the past 6 years. He focuses on providing sound professional advice in a refreshing manner that addresses ways to minimize our legal costs. Through the many free seminars offered in Barrie over recent months, he’s shared his ideas on how we can easily make changes in our business processes that will have long-lasting effects. These interactive seminars were highly informative with topics that proved relevant for many of us in the groups.
Deeter Rieckerman, West York Motor Cars Inc.
Doug MacLeod of the MacLeod Law Firm navigated our business through a very difficult closure minimizing the associated employee termination costs beyond our expectations. He was extremely responsive to our needs, practical, creative, and his work produced excellent results in terms of low cost solutions to our legal problems. I would not hesitate to use his services again should the need arise.
Sherry Phillips, former Board Chair, Legal Aid Clinic.
Doug MacLeod of the MacLeod Law Firm provided legal advice and representation to our non-profit organization during and after my tenure as Board Chair. His legal knowledge of non-profits and Board governance, and his experience and knowledge of case law pertaining to human relations matters were significant, and proved to be instrumental in successfully guiding the organization through three separate litigations with former staff. Doug’s professionalism is exemplary. He is able to work with lay people in a manner that is respectful and sincere. His approach to the legal work that our organization faced was thorough, and he provided us with sound advice and guidance in a manner that was coherent to us and free from bias, and that enabled us to more smoothly shepherd the organization through some challenging times. What I appreciate most about Doug’s approach is his deep sense of professionalism in working through matters that can charge others with emotion and confusion. Knowing that he was juggling a number of other cases while attending to ours, I was always impressed by his ability to be responsive and timely in addressing our many needs for legal advice and guidance. I would definitely engage Doug MacLeod if a future organizational need for legal counsel arose.
Robert W. Erent, President, North American Crating Inc.
We have used the services of Doug’s law firm in the past so when it came to having our Employee Handbook and Human Resources Policies reviewed we turned to the MacLeod Law Firm once again. Doug was able to illustrate to us that our policy manual was over burdened, out of date and on some issues left us vulnerable. Doug re-worked the entire policy that reduced the size of the manual considerably yet making it concise to the point and allowed us an easier way to manage our company. We highly recommend the services of Doug and his team for this need.
Tom De Simone, Rail Ontario Ltd.
I am a small business owner and one day I found one of my workers dead at work. He worked alone and he had overridden a safety feature on one of the machines. I immediately called the police. Following there was a police and Ministy of Labour investigation. As a result, the Ministry of Labour charged me under the Occupation Health and Safety Act. I was referred to Doug MacLeod of MacLeod Law Firm by a friend. Given my circumstances, the time and cost of a trial and a possible fine would have bankrupted me. Thankfully and skillfully, Doug negotiated a settlement that was significantly less than the fines courts were imposing on employers in fatality cases at that time. As you can imagine, this was a time of great emotional turmoil for me. I cannot say enough about how calming, kind, and professional Doug was. His empathy, assurance, and skill helped me get through this difficult time, and for that I am thankful and would give him the highest of recommendations.
Ashley L.
I retained Doug MacLeod of the MacLeod Law Firm to represent me in connection with a human rights complaint that was filed by a former employee. As a small employer, responding to a human rights complaint is a daunting process. Doug’s knowledge of recent amendments to the Human Rights Code was instrumental in helping us resolve the complaint through the mediation process, which meant we avoided a potentially lengthy and costly hearing. He was cognizant of the impacts a hearing would have on us financially and emotionally, and he provided us advice and guidance that best fit our goals and needs. I would certainly recommend Doug to small business owners/employers who find themselves the subject of a human rights complaint.

Toronto Office

702 - 2 Bloor Street West,
Toronto, ON M4W 3E2

Barrie Office

277 - 92 Caplan Avenue,
Barrie, ON L4N 9J2

Collingwood Office

220 - 1 First Street
Collingwood, ON
L9Y 1A1

Contact

Phone

+1 (888) 640-1728

Email

[email protected]

Toronto Office

702 - 2 Bloor Street West, Toronto ON M4W 3E2

Barrie Office

277 - 92 Caplan Avenue, Barrie ON L4N 9J2

Collingwood Office

220 - 1 First Street, Collingwood, ON L9Y 1A1

Translate