Tag: Employment Lawyers Toronto

Social Media Policy – Part II

by MacLeod Law Firm | Apr 26, 2012 | For Employers

Social Media Policy – Part II Social Media Policy – Part II For a number of reasons, employers need to manage the use of social media by employees in the workplace. In this regard, did you know? 1. The Ontario Court of Appeal recently recognized the right to...

Independent Contractor or Employee– If it Walks like a Duck and Quacks like a Duck: It’s a Duck

by MacLeod Law Firm | Apr 17, 2012 | For Employers

Independent Contractor or Employee– If it Walks like a Duck and Quacks like a Duck: It’s a Duck Independent Contractor or Employee For tax purposes, employers sometimes decide to characterize a contract with an individual as an independent contractor relationship as...

Human Rights in Ontario: Running Background Checks on Job Applicants – How Far Can An Employer Go?

by MacLeod Law Firm | Mar 30, 2012 | For Employers

Human Rights in Ontario: Running Background Checks on Job Applicants – How Far Can An Employer Go? Human Rights in Ontario – Hiring The cost of a bad hire can be expensive. Employers can minimize a hiring mistake by checking references, conduct...

Reasonable Notice – It Works Both Ways | MacLeod Law Firm

by MacLeod Law Firm | Mar 19, 2012 | For Employers

Reasonable Notice – It Works Both Ways | MacLeod Law Firm Reasonable Notice of Resignation Many people think an employee is required to provide two weeks notice of resignation by law. However, neither the Ontario government nor the Ontario courts have made this...

Employee Benefits: The Potential Costs of Not Continuing Them Upon Termination

by MacLeod Law Firm | Mar 6, 2012 | For Employers

Employee Benefits: The Potential Costs of Not Continuing Them Upon Termination Employee Benefits Did you know that an employer is generally required to maintain an employee’s benefits until the end of the minimum notice period provided for under the Employment...

Complaints under Ontario’s Employment Standards Act: How are Investigations Conducted? Your Guess is as Good as Ours

by MacLeod Law Firm | Feb 25, 2012 | For Employers

Complaints under Ontario’s Employment Standards Act: How are Investigations Conducted? Your Guess is as Good as Ours Complaints under Ontario’s Employment Standards Act Under Ontario’s Employment Standards Act the complaint process changed about a year...

Bill 30: Ontario has Proposed a Family Caregiver Leave

by MacLeod Law Firm | Feb 20, 2012 | For Employers

Bill 30: Ontario has Proposed a Family Caregiver Leave Bill 30 in Ontario, Canada Navigating through the numerous leave of absence provisions in the Employment Standards Act (“ESA”) is about to get even more difficult. On December 8th, 2011, the Ministry of Labour...

Employment Contract – Implied Terms of Employment: Another Reason For One

by MacLeod Law Firm | Feb 10, 2012 | For Employers

Employment Contract – Implied Terms of Employment: Another Reason For One An Employment Contract – Implied Terms of Employment An employment contract cannot predict every scenario that will arise in an employment relationship. However, you can anticipate...

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Next Entries »

Independent Contractor or Employee– If it Walks like a Duck and Quacks like a Duck: It’s a Duck

Human Rights in Ontario: Running Background Checks on Job Applicants – How Far Can An Employer Go?

Reasonable Notice – It Works Both Ways | MacLeod Law Firm

Employee Benefits: The Potential Costs of Not Continuing Them Upon Termination

Complaints under Ontario’s Employment Standards Act: How are Investigations Conducted? Your Guess is as Good as Ours

Bill 30: Ontario has Proposed a Family Caregiver Leave

Employment Contract – Implied Terms of Employment: Another Reason For One

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