Tag: Employment Lawyers Barrie

Court of Appeal Gives Clarity to Termination Clauses

by Doug MacLeod | Mar 3, 2017 | For Employers

Court of Appeal Gives Clarity to Termination Clauses As we have written in the past, the enforceability of termination clauses is a hotly contested area of employment law. Employers who draft proper termination clauses in employment contracts can significantly limit...

Employer Ordered to pay $ 425 000 of Wrongfully Terminated Employee’s Costs

by Doug MacLeod | Feb 27, 2017 | For Employers

Employer Ordered to pay $ 425 000 of Wrongfully Terminated Employee’s Costs In many wrongful dismissal cases, the legal costs associated with taking a case to trial exceeds the value of the legal claim. That is why the vast majority of these cases settle before trial....

How to get around a termination clause

by MacLeod Law Firm | Feb 22, 2017 | For Employees

How to get around a termination clause You may have signed an employment contract with a termination clause. You may be wondering whether you are only entitled to the amount set out in this termination clause. The short answer is…it depends. There are a number of ways...

When Can Your Employer Terminate You for Just Cause?

by Nicole Simes | Feb 14, 2017 | For Employees

When Can Your Employer Terminate You for Just Cause? “Just Cause” is a legal term that describes when employers can terminate employees without providing any notice of termination or pay in lieu of notice. In a 2016 decision, the Ontario Court of Appeal found that a...

Probationary Clause Gets Employer Into Hot Water

by Doug MacLeod | Feb 14, 2017 | For Employers

Probationary Clause Gets Employer Into Hot Water Including a probationary period clause in an employment contract is not a good idea unless your organization is prepared to assess the suitability of the employee during the probationary period. Failure to do so can...

Resignation vs. Termination: The $64,000 (or more) Question

by Nadia Halum | Feb 10, 2017 | For Employees

Resignation vs. Termination: The $64,000 (or more) Question Employers prefer it when an employee resigns because the employee is not entitled to any termination pay. To be valid, a resignation must be voluntary, clear and unequivocal; otherwise a so-called resignation...

Age Discrimination in Rental Housing

by Nicole Simes | Feb 9, 2017 | For Employees

Age Discrimination in Rental Housing Recently, various news outlets reported a story where two individuals applied for a rental accommodation and were denied the apartment due to their age. This is age discrimination. Accommodation is a protected social area under the...

Privacy Rights and the Disclosure of Intimate Details

by Nicole Simes | Feb 3, 2017 | For Employees

Privacy Rights and the Disclosure of Intimate Details January 2016 saw the Ontario Superior Court find that publishing a private intimate video of another could result in damages. In January 2017, the same court re-opened the decision allowing that Defendant a second...

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Next Entries »

Court of Appeal Gives Clarity to Termination Clauses

Employer Ordered to pay $ 425 000 of Wrongfully Terminated Employee’s Costs

How to get around a termination clause

When Can Your Employer Terminate You for Just Cause?

Probationary Clause Gets Employer Into Hot Water

Resignation vs. Termination: The $64,000 (or more) Question

Age Discrimination in Rental Housing

Privacy Rights and the Disclosure of Intimate Details

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