Last blog added on Tuesday, September 12th, 2017

Information About Toronto Employment Lawyer Blog

Recent Posts

Below is a preview of the five most recent posts from the blog Toronto Employment Lawyer Blog. To read these posts in their entirely or subscribe to future updates from this blog, please visit their website!

  • What is Ethnic Discrimination in the Workplace?September 18, 2017

    Ethnic discrimination occurs when an employee is treated different than his or her colleagues based on their ethnicity in a manner that is unfair. A person’s ethnicity refers to the national, cultural or religious group(s) to which they belong, or are perceived to belong.  A person’s ethnicity can b … Read more »

  • How to Deal With Workplace ViolenceSeptember 18, 2017

    It is exceedingly important that businesses have clear policies and procedures in place to address workplace violence, which comply with the statutes that govern workplace violence – including the Ontario Occupational Health and Safety Act.  Under this Act, employers are required by law to prepare a … Read more »

  • Can attending a white supremacist rally be grounds for dismissal?September 11, 2017

    After several attendees of last month’s white nationalist rally in Charlottesville, Va., were outed on social media and then quickly fired, Canadian employers are asking, “Can attending a white supremacist rally be grounds for dismissal?” The answer is yes – but with several caveats.  Freedom of spe … Read more »

  • Terminated without notice: are discretionary bonuses part of the severance package?August 15, 2017

    Bonuses may make up a significant portion of pay for executives, senior managers, and other high skilled employees. Upon termination of the employment relation, notice or pay in lieu is meant to place an individual in a similar place had they not been terminated. Pay in lieu is refereed to as ‘notic … Read more »

  • When is a non-solicitation clause not enough?August 11, 2017

    Non-solicitation clauses prohibit an employee from actively pursuing clients of the employer when the employment relation has ended. To be enforceable, the clause must have a time limit that is reasonable. Spatial limitation (or a geographical scope) in a non-solicitation clause is becoming less com … Read more »