by Sezar Bune, J.D. | Toronto Employment Lawyer | Oct 17, 2022
In Canada, there are different federal and provincial laws that are applicable depending on the areas in which companies operate. For employees that work for a federally-regulated employer, such as a bank or telecommunications company, federal labor law found in the...
by Sezar Bune, J.D. | Toronto Employment Lawyer | Oct 15, 2022
Court Decision Confirms that Employment Relationships are Based on the Facts of Each Case As an employment lawyers, I am often asked to help determine whether an individual is an “employee” or “independent contractor.” This distinction is very important for employers...
by Sezar Bune, J.D. | Toronto Employment Lawyer | Oct 13, 2022
Severance Package for Short Service Employees in Ontario It is well known that, under common law, an employee whose job is terminated without cause must be given either prior reasonable notice of termination, or pay in lieu of notice (“severance pay”)....
by Sezar Bune, J.D. | Toronto Employment Lawyer | Oct 11, 2022
It is typical in any wrongful dismissal claim for an employee to challenge a termination clause relied on by an employer in an employment contract as illegal and unenforceable. If they succeed, the employee would likely be entitled to significantly more financial...
by Sezar Bune, J.D. | Toronto Employment Lawyer | Oct 8, 2022
In a recent decision, the Human Rights Tribunal of Ontario (HRTO) held that it has concurrent jurisdiction to resolve complaints of discrimination and harassment that arise in a unionized workplace, even if they otherwise fall within the scope of a collective...
