Last blog added on Tuesday, July 25th, 2023

Information About Vey Willetts LLP – Ottawa Employment & Labour Law Blog

Recent Posts

Below is a preview of the five most recent posts from the blog Vey Willetts LLP – Ottawa Employment & Labour Law Blog. To read these posts in their entirely or subscribe to future updates from this blog, please visit their website!

  • The importance of honesty in the hiring process

    Hiring processes can be competitive – particularly in a slow market where eligible candidates may outnumber available opportunities. While applicants may look to present their experience or qualifications in the most favourable light (whether on a CV or in the course of an interview), there is a sig … Read more »

  • When are virtual termination meetings appropriate?

    Among the changes brought about by the COVID-19 pandemic was an increased normalization of virtual meetings.I can count on one hand the number of Zoom or Teams meetings I attended before March 2020. In 2023, by contrast, virtual meetings are an almost everyday occurrence. It is thus unsurprising to … Read more »

  • Working for Workers: Take Four

    On November 14, 2023, the Ontario provincial government tabled Bill 149 (the Working for Workers Act, 2023). This is the fourth installment in Ontario’s “working for workers” legislative changes. If passed into law, Bill 149 will result in amendments to several employment statutes including the Empl … Read more »

  • Breach of confidentiality proves to be a costly mistake

    When parties to a workplace dispute agree on a settlement, one typical term required by employers relates to confidentiality. Such clauses mandate that the employee refrain from telling third parties details of the deal that has been reached (with normal exceptions made for immediate family and prof … Read more »

  • Moonlighting during working hours warrants cause for dismissal

    It is not uncommon for an individual to work a second job – or to take on a “side hustle” – to supplement their income. Most employers will tolerate such activities where they are non-competitive in nature, carried on outside of working hours, and do not interfere with the individual’s performance o … Read more »