The law in Ontario is pretty harsh on employees who have been fired. For the most part, employers are at liberty to fire an employee for almost any reason, or even for no reason at all. However, an employer’s power to dismiss without cause isn’t unlimited.
Legally married spouses of criminally accused persons are now competent and compellable witnesses for the Crown. Those who are legally married nevertheless retain the right to assert spousal privilege, and to refuse to answer questions about communications during the marriage.
The Stronger Workplaces Act changed Ontario employment standards, making complaints more feasible for recovering back-wages and seeking compensation for standards violations. The changes also expanded protections to previously-excluded foreign workers, and bolstered standards for precarious workers in temporary help agencies.
Constructive dismissal describes a situation when your employer has changed your terms of employment — including salary, position, location, tasks or responsibilities — to the extent that the law considers you to have been effectively fired from your old job and hired into a changed one. You may be entitled to a notice period or compensation.
We are very pleased to officially launch our website and firm. We want to extend a heartfelt thank you to two very talented women artists, without whom this beautiful website would not have been possible: Toronto graphic designer and web designer Liz MacInnis and Vancouver photographer Bethany Schiedel. Thank you!
When the Supreme Court of Canada recognized the right to strike in SFL v. Saskatchewan, it curtailed the Canadian state’s ability to intervene and suppress striking activity. Which means that the state is now [somewhat] more limited in its ability to suppress — through police violence or toleration of employers’ thugs — striking workers on behalf of employers, as it did so frequently in the past. That limitation, however modest, is unquestionably a victory for workers.
The SCC surprised this month with Alberta (Information and Privacy Commissioner) v United Food and Commercial Workers, Local 401 – a unanimous decision quashing Alberta’s Personal Information Protection Act (PIPA), and unequivocally reaffirming the legitimate expression purpose of picketing during a legal strike. Despite its technical framing as a dispute between privacy and expression interests, this decision is a blow to employers whose interests lie in hampering the union’s ability to effectively dissuade people doing business with the employer.