Harris on Canadian Employment Law

Home › Workplace Human Rights ›Damages: Lost Income: Intervening Event Damages: Lost Income: Intervening Event Basic Principles From the above principles comes the basic test. Were it not for the…

Home › Workplace Human Rights ›Human Rights: Damages: Lost Income Human Rights: Damages: Lost Income Genesis of Lost Income Claim A claim for lost income may arise in various ways.…

Home › Workplace Human Rights ›Human Rights: Employer Liability Human Rights: Employer Liability The issue of whom should be named as a respondent in a human rights complaint is regrettably…

Home › Workplace Human Rights ›Human Rights: Injured Feelings: Medical Evidence Human Rights: Injured Feelings: Medical Evidence It is well established that medical evidence is not mandatory to prove the…

Home › Workplace Human Rights ›Human Rights: Evidence: Credibility & Reliability Human Rights: Evidence: Credibility & Reliability Many cases involve conflicting recounts of the facts involving two competing parties, with…

Home › Workplace Human Rights ›Human Rights: Similar Fact Evidence Human Rights: Similar Fact Evidence There is always an inherent danger in the admission of similar fact evidence as the…

Home › Workplace Human Rights ›Human Rights: Systemic Discrimination Human Rights: Systemic Discrimination Cases of discrimination may not be so evident on the surface. In any case alleging discriminatory conduct,…

Home › Workplace Human Rights ›Human Rights: Lost Opportunity: Reprisal Human Rights: Lost Opportunity: Reprisal The above analysis takes a different turn when the applicant has proven that they have…

Home › Workplace Human Rights ›Human Rights: Statistical Evidence Human Rights: Statistical Evidence The Ontario tribunal in a 1984 case noted that the use of such evidence may be an…

Home › Workplace Human Rights ›Human Rights: Lost Opportunity: Employer's Defence Human Rights: Lost Opportunity: Employer's Defence Affirmative Defence Rebuts PF Case The nature of such rebuttal evidence explaining why…