I am pleased to inform you that we have updated our website. You can check it out by clicking here.
Nominated as Top Labour & Employment Law Firm
For the second year in a row, the MacLeod Law Firm has been nominated as top Canadian labour and employment law boutique in the Canadian HR Reporter Readers’ Choice Awards. If you wish, you can vote for us at question 27 of the nomination form found here. Please note that if you don’t know any of the nominees in a category then you can skip the question.
In this blog, I will briefly outline what you can expect when you call us, and summarize some of the services that we provide employers operating in Ontario.
What To Expect When You Contact the MacLeod Law Firm
We provide you with peace of mind by quickly resolving workplace issues in a way that makes business sense while taking your risk tolerance into account.
How do we do this? We restrict our law practice to workplace law so we are knowledgeable. Our tagline says it all: All we do is WORK. We know you want to solve workplace issues quickly so are readily accessible to you and we quickly respond to your calls and emails with practical solutions.
Some of our services are as follows:
Prepare Employee Contracts – Every employer should require all employees to sign a contract that enhances the organization’s rights, and saves the organization money in various situations. If a client is recruiting a sought after individual with significant negotiating leverage we help negotiate the terms and conditions of employment for this individual.
Respond to Employee Complaints – We advise employers how to respond to workplace harassment complaints, human rights complaints, and employment standards complaints filed under the Occupational Health & Safety Act, Ontario Human Rights Code, and the Employment Standards Act.
Respond to Requests for Accommodation – We advise employers how to respond to accommodation requests from disabled employees such as what medical information is needed, a consideration of different accommodation options, and the contents of individual accommodation plans.
Advise on Employee Terminations – We advise employers on the legal exposure associated with proposed terminations, and we prepare termination packages which includes a consideration of whether to allege cause, and if not, how much notice of termination the employee is entitled to receive, how to structure the termination pay, and what terms should be included in the severance package.
Fixed Fee Services – For employers who want cost certainty and/or require employment law services throughout the year we offer fixed fee services. We offer a fixed fee for a specific service like drafting an employment contract, or a monthly fixed fee to advise on numerous employment issues.
For a more comprehensive description of our services click here.
If you have any questions about our services or how we provide them, I invite you to call me directly at 416-317-9894 at your convenience.
Waksdale v. Swegon North America Inc.: Ontario Court of Appeal Strikes Down Another Termination Clause
In this case, Mr. Waksdale was terminated without cause after about eight (8) months of employment. Both parties agreed that the “without cause” termination clause in his employment contract was enforceable. Both parties also agreed the “with cause” termination...
COVID-19 Update: Do Reduced Hours of Work or a Temporary Lay Off Constitute a Termination or a Constructive Dismissal? The legal waters just got murkier
The Ontario government has just amended the Employment Standards Act (the "ESA") to address reduced hours of work and layoffs caused by COVID-19. A copy of the new law is found here. Essentially, the definition of temporary layoff and constructive dismissal under the...
Yesterday, Premier Ford announced Stage 1 of the reopening of Ontario and identified some businesses that are permitted to reopen on Tuesday after the long weekend. To view the health and safety guidelines for reopening, click here. These employers will, therefore,...