Articles

Since the Supreme Court’s ruling in Hryniak v. Mauldin, 2014 SCC 7 (“Hryniak”), summary judgment has become one of the primary tools used by employment lawyers. Recent Ontario court decisions have expanded upon Hryniak and now provide a framework for the circumstances in which to seek summary judgment in the context of a wrongful dismissal. These decisions, however, also serve as a reminder of the limitation of summary judgment and how parties should properly engage with it.

From time to time an employment law decision comes along that resonates beyond the specialized legal blogs and into the mainstream news. Wilson v. Atomic Energy of Canada Ltd. is one of those cases.

With the Federal Government's plan to remove marijuana consumption and incidental possession from the Criminal Code employers must consider how to manage the use of marijuana in the workplace.

The Ontario Court of Appeal’s decisions in Paquette v. TeraGo Networks Inc. and Lin v. Ontario Teachers' Pension Plan have made it much easier to argue that employees are entitled to compensation for bonuses during the notice period, regardless of what may be contained in an employment contract or bonus plan.

Common law duty of good faith (aka Bhasin) wreaking havoc on interpretation of terms in employment contracts.

Since the Ontario Court of Appeal recognized the tort of “intrusion upon seclusion” in the landmark decision Jones v. Tsige, a spotlight has been turned on the issue of unauthorized employee snooping into clients’ personal records for purposes of their own. Further, with the recent recognition of novel privacy torts by both the Federal Court of Canada and the Ontario Superior Court of Justice, employers could face new risks when employees decide to push private matters into public view.

A summary of the recommendations proposed in the Supporting a Strong and Sustainable Ontario College of Trades Report.

A summary of workplace violence and harassment prevention developments and what is in store in 2016.

On October 21, 2015 close to 50 practitioners from the labour and employment law bar and construction law bar who practice in the area of construction labour relations gathered for the Ontario Bar Association’s program “What You Need to Know About the 2016 Construction Industry Open Period.”

This article examines the Ontario Court of Appeal’s recent Judgment in Holland v. Hostopia.com Inc., and focuses on the Court’s analysis of whether an employment contract can be modified by an employer after an employee has already commenced work without fresh consideration for the modification.