As employment lawyers in Ontario, we are regularly called upon to review employment contracts. Oftentimes, employment lawyers assisting with looking over an employment contract in the context of negotiating its terms (especially severance pay) before an employee begins their new job, while at other
When it Comes to a Temporary Layoff, Employee’s Silence Does Not Always Equal Condonation
Does an Employee's Silence Always Amount to a Condonation of a Temporary Layoff? Ontario Court Says "No". In a recent decision, the Ontario Court of Appeal found that an employee's failure to object or speak up after his employer placed him on an unpaid temporary layoff did not amount to a
Do I Have to Accept a Lower Position after Employment Termination?
An Employee's Duty to Mitigate in Wrongful Dismissal Cases In Ontario employment law, the general rule is that an employee has a legal obligation to look for (and accept) comparable employment. This is called the "duty to mitigate" income losses. How does this rule work in practice? This duty to
How Do I Know If I Have a Constructive Dismissal Claim Against My Employer?
What Every Employee Should Know About Constructive Dismissal As an employment lawyer in Toronto, I am quite often asked to assist employees who believe they suffered a constructive dismissal. While this legal concept is not as well known, it is slowly gaining traction in the public mind as
When Do I Need to Look for an Employment Lawyer in Ontario?
When Should I Consult with an Employment Lawyer? Whether you are an employee or employer in Ontario, there are several situations in which you may want to consider speaking with an experienced employment lawyer: 1) If you believe your employer has violated your employee rights: A leading
What is a Constructive Dismissal in Ontario Employment Law?
What is a Constructive Dismissal in Ontario Employment Law? In Ontario, a constructive dismissal occurs when an employer makes a significant change to an employee's job terms of employment, working conditions or employment contract without the employee's consent. Specifically, the change to the