Sezar Bune

Many employees face this tricky dilemma: you accept a job offer, but shortly after, another company offers a position with better pay, benefits, or career growth. Naturally, you wonder: Am I legally obligated to take the first job I accepted? And what are the potential consequences of backing

Written by: Sezar Bune, J.D. | Toronto Employment Lawyer Last Reviewed: January 10, 2025 Summary In Ontario, poorly drafted employment contracts - especially termination clauses in fixed-term contracts - can be extremely costly. The Tarras case discussed below shows that a single unenforceable

The Ontario case Giacomodonato v. Peartree Securities, 2023 ONSC 3197 ("Donato") offers valuable lessons for employers on managing post-termination matters, enforcing employment agreements, and handling restrictive covenants. For employers navigating these issues, consulting a Toronto employment

Court Confirms Employers Can Dismiss Employees Over Conflicting Side Jobs In recent years, more employees have been taking on side jobs, also known as side hustles, to supplement their income. Rising living costs and inflation have made this trend even more common. While side jobs can help workers

Fixed-term employment contracts are a common tool in workplaces across Toronto and Ontario. These agreements, often used for temporary or project-based roles, can offer employers flexibility in staffing and control over employment duration. However, some court decisions, including Wetzel v. Procom

When a Termination on Return From Leave Is Not Automatically Discriminatory A recent decision of the Alberta Human Rights Commission (AHRC) draws a clear line: a termination that happens when an employee returns from a protected leave is not automatically discriminatory. In Amies v. Lethbridge

When Employment Relationships Go Wrong: Post-Termination Misconduct When an employment relationship ends, most people move on quietly. But every so often, a former employee crosses the line, and when they do, Ontario courts have powerful tools available to address harassment, misuse of confidential

In the decision De Castro v. Arista Homes Limited (2024 ONSC 1035), the Ontario Superior Court of Justice assessed a “termination for cause” provision in an employment contract. The central issue: whether the clause aligned with the protections set out in Ontario’s Employment Standards Act, 2000