Can employers force employees to get COVID-19 vaccines? Can companies deny service to customers who have not received the vaccine? Jason answered these questions from Yahoo Finance Canada in a recent article.
Recurring FAQ series discussing employment situations regarding COVID-19. FAQ #9: What can employees do if they are not recalled back to work but their coworkers are?
Recurring FAQ series discussing employment situations regarding COVID-19. FAQ #4: What are an employee’s options during a layoff? What happens if they quit or find a new job? How long can a layoff last? What happens when an employee is recalled?
The recent coronavirus spread have people concerned. What are an employee’s and employer’s obligations when it comes to potential hazards at the workplace?
Was Don Cherry’s termination right? If the termination was without cause, then yes. If the termination was with cause, then probably no. This blog discusses the factors that come into play for an employee in Cherry’s situation.
Employees should beware of disparaging their employers on Twitter or Facebook, as it can lead to dismissal. However, unless the social media posts are particularly bad, employees will still be entitled to severance.
A court awarded a long term employee a severance package of two years based on his total compensation, including commission, stock options, and benefits. Read more to see why so much severance was ordered.
The Ministry of Labour can give helpful information, but it does not paint the who picture. Employees and employers who rely on the Ministry of Labour’s information may be missing key legal information about their workplace rights and interests.
Toronto Employment Lawyer Jason Wong represented a Bell employee to overturn her termination. The employee could get her job back, severance, and more.
Yes if the reasons are not illegal, you are not in a union, and you are provincially regulated by the Ontario Employment Standards Act. In this blog I discuss the various job protections an employee may have.
Court finds that employer was justified to terminate an employee for cause because of his workplace harassment. The employer relied on its workplace investigations, harassment policies, and corrective discipline. Because of the termination for cause, no severance was owed to the employee
Calculating severance is the age old question for both employees and employers. Here is what you need to know about calculating severance for employee terminations
