Labour Pains

Does an employer’s failure to confirm that an employee will unconditionally receive their minimum statutory entitlements on termination, i...

Is a stated “desire” to return to work, at some point, and without more information, sufficient to rebut the medical evidence that a cont...

Given all the other noise about what it takes to make a contractual termination clause legally binding, one can be forgiven for overlooki...

(c) istock/DenTv Can you sue someone in Ontario civil court exclusively for discrimination under the Ontario Human Rights Code ? Definit...

Summary judgment, a method of resolving lawsuits without the need for a trial, has long been considered an appropriate means by which to r...

How should the court account for a plaintiff’s duty to mitigate his damages following termination from employment, when summary judgment ...

Will summary judgment be appropriate in a wrongful dismissal action if the issue of the plaintiff’s mitigation efforts are hotly conteste...

If an employee is made the prime suspect in a workplace investigation but is found to be not responsible for the harm that was the subjec...

Summary judgment remains an effective and appropriate means for the resolution of wrongful dismissal cases. However, as the recently deci...

After four years of waiting, the Supreme Court of Canada has weighed in on the proper interpretation and approach to Ontario’s Summary ...

There is no shortage of ways to structure a severance package. A common way for employers to attempt to terminate an employee's emplo...

In a somewhat surprising decision, (given the propensity with which summary judgment is being sought and granted in Ontario as of late, esp...