Home › Investigations Index › [Workplace Investigations: Introduction] Workplace Investigations: Introduction Workplace investigations have taken on new significance in Canadian employment law. Human rights legislation has mandated a prompt and…
Home › Index of Contents › Harassment ›Introduction to Workplace Sexual Harassment Introduction to Workplace Sexual Harassment Sexual harassment in the workplace is, as was noted in 1989 by Chief…
Home › Index of Contents › Mitigation: Introduction: More Complex than Expected › Mitigation: Introduction: More Complex than Expected Mitigation does not instinctively present itself as a significant legal issue.…
Modern cases awarding aggravated and punitive damages appear to be never ending. In addition, tort claims for the intentional infliction of emotional suffering, assault, defamation are also increasing in frequency.…
Home › Workplace Human Rights ›Human Rights: Damages against the Complainant Human Rights: Damages against the Complainant The Yukon is the only jurisdiction which allows the tribunal to make a…
Home › Damages › [Statutory Violation: Analysis of the Remedy] Statutory Violation: Analysis of the Remedy Many statutes allow for the remedy of reinstatement, given a violation of the relevant…
Home › Workplace Human Rights ›Protected Ground: Pregnancy Protected Ground: Pregnancy There are often two possible administrative remedies for pregnancy related issues. Ontario's Employment Standards Act, like many provincial and…
Home › Index of Contents › Mitigation: Fixed Term Consulting Agreement › Mitigation: Fixed Term Consulting Agreement A fixed term consulting agreement has been held by the Ontario Court of…
Home › Contracts › Post Title Bhasin & The Termination Clause The Ontario Court of Appeal considered the impact of the Bhasin duty of honest performance in its May 2018…
Home › Damages › [Reinstatement Remedy for Statutory Violation] Reinstatement Remedy for Statutory Violation Overview Common law courts traditionally will not award reinstatement as a remedy, although there can be…