If I am terminated with working notice and decide to work through that notice period, when can I file a claim for wrongful dismissal? A recent Ontario court case wrestled with this question, deciding that the deadline for employees to commence an action begins to run when their employer gives them “working notice.”
Many readers will have noticed that the 2017 Federal Budget introduced some interesting proposals for new parents and parental leave. This blog post will present details of the proposal, and highlight both its advantages and disadvantages.
With the Federal Government’s proposed extension to parental leave in the 2017 Federal Budget, we thought it would be useful to provide a summary of Ontario employees’ existing rights regarding parental leave.
In Merrifield v The Attorney General, the Ontario Superior Court has made it clear that an employee can sue an employer for harassment. The Court sets out a four-part test that needs to be met in order to recover damages for this new tort of harassment, which necessarily includes evidence of outrageous employer behaviour.
Can an employer simply sweep sexual harassment complaints under the rug? Can you be fired for making the complaint, or because of your gender? A recent case confirmed that a reasonable, impartial and thorough investigation is necessary when a complaint of sexual harassment in the workplace is made. Also, it reinforced that an employer must act in good faith when terminating an employee.
If I am terminated without cause, what reasonable notice am I entitled to? Is there a maximum amount? Employees who have been terminated without cause often file a claim against their former employer. If the employee is successful in proving their claim, the court will then determine the length of notice that the employer should have provided to the employee.
Nelligan O’Brien Payne LLP has commenced a class action against BlackBerry Limited (“BlackBerry”) on behalf of a group of BlackBerry’s employees working in Ontario and across Canada.
Family Day was introduced by the provincial government in 2008, and it means that employees covered by the holiday provisions in Ontario’s Employment Standards Act, 2000 (ESA) are entitled to this public holiday with pay.
When deciding what arguments to put forward in a legal case, it is sometimes tempting to take the spaghetti method: throw all the arguments out there, and see what sticks. A recent decision of the Small Claims Court in Ottawa, Budge v Dickie Moore Rental Inc, demonstrates the danger of the “spaghetti method.”
Although not as common anymore, back in the day most people used to get hired pursuant to what we call a verbal contract: you get offered a job and a salary, you accept, and there’s your contract!