Labour & Employment

Ontario’s Court of Appeal, our highest provincial Court, recently released a very important decision affecting the enforceability of written employment agreements and employers’ efforts to limit reasonable notice to only the statutory minimums in Ontario, rather than the judge-made, common law extended entitlements. This case is favourable to employees who already have existing, written employment […]

Publishing online very personal or intimate information or images of another may be a very costly mistake. The Ontario Court is increasingly awarding significant damages against those who do so. For example, in a case called Jane Doe 464533 (the Plaintiff’s name cannot be disclosed), the Court ordered damages and costs totaling $141,000, plus an order for

CKL businesses and organizations – discrimination and diversity in your workplaces is paramount.  To promote inclusiveness and target systemic discrimination, did you know that you can arrange for all of your employees, including management, to complete training to promote understanding and compliance with the (Ontario) Accessibility for Ontarians with Disabilities Act, 2005, S.O. 2005, c 11

Workplaces in the CKL must promote and achieve diversity, equity and inclusion. This change must be initiated from the top down. Measurable objectives must be set. Education and training in the workplace about bias and inequity is critical.  Accountability to achieve those objectives is paramount.  Mere denunciation of racism is woefully insufficient; rather, a workplace

The federal government has now announced a call for proposals under the Enabling Accessibility Fund (“EAF”) – small projects component. The EAF provides funding for projects that make Canadian communities and workplaces more accessible for persons with disabilities. The application process has been streamlined, and flat rates have been introduced to reduce the burden on applicants

The Occupational Health and Safety Act of Ontario statutorily mandates that Ontario employers must take every precaution, reasonable in the circumstances, for the protection of any worker. This is often referred to, legally, as every employer’s “general duty” in the workplace. So, what does that mean? In Ontario, what is required is interpretative, ultimately; namely,