This article is part of a three-part series on sexual harassment in Ontario law. The series is intended to be used as a resource about the rights and responsibilities of employees and employers in Ontario. For legal advice tailored to your specific circumstances, contact us. Part 1: #metoo? Defining sexual harassment at work In Ontario, […]
So, you’re considering joining or forming a union. Unionizing is more of an art than a science. This post deals with strategic considerations that are likely relevant across Canada. This is Part 2 in our How to start a union series.
The first in our new series on how to start a union in Ontario. Is it worth considering? Can you find an established union to represent you, or do you create your own?
Justice of the Peace Julie Lauzon sits regularly in the main Ottawa bail court – where the liberty of people who are accused, but presumed innocent until proven guilty, is decided on a daily basis. In a recent National Post opinion piece, Justice Lauzon calls out the bail system, writing that Ottawa’s bail court, and others like it, “have devolved into dysfunctional and punitive bodies, devoid of the rule of law”. These are serious claims, but they could not be more welcome or timely.
I was recently welcomed by the Pinecrest-Queensway Community Health Centre, Employment Services division, to give an employment law primer to staff. Besides having a good laugh together, I was asked a number of great questions. Here are the answers.
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.