December 26, 2018 by Chelsea Rasmussen in Employment Standards, Labour
  • Comments Off on Employment and labour law trends to watch for in 2019

Employment and labour law trends to watch for in 2019

Date: January 17, 2019
Time: 9-10 a.m. PT,  10-11 a.m. MT, 12-1 p.m. ET

Join us for a complimentary 1 hour webinar where we’ll highlight and identify the changes in Employment and Labour law that you need to know about and the trends that can be expected to impact your workplace in 2019.

Topics

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October 25, 2018 by Chelsea Rasmussen in Labour, Occupational Health and Safety, WSIB
  • Comments Off on WSIB’s New Rate Framework For Employers

WSIB’s New Rate Framework For Employers

Following policy consultations that took place from August 14, 2017 to January 15, 2018, the Workplace Safety and Insurance Board (WSIB or the Board) announced its new rate framework for employers. This framework will replace current WSIB policies on classification structure, rate setting, and retroactive experience rating on January 1,

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September 08, 2016 by Chelsea Rasmussen in English, Ontario, Restrictive Covenants
  • Comments Off on A Rose by Any Other Name is Not as Sweet: When a Non-Solicit is Actually a Non-Compete

A Rose by Any Other Name is Not as Sweet: When a Non-Solicit is Actually a Non-Compete

The Ontario Court of Appeal has held that the words “accept business”, in what the employer intended to be a non-solicitation clause, served to restrict competition and is therefore not merely a non-solicitation clause.

In this case, the personal defendant, Mary Murphy, was employed by the plaintiff Donaldson Travel Inc. (“DTI”)

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June 06, 2016 by Chelsea Rasmussen in English, Labour, Ontario
  • Comments Off on Join Us for a Legal Update at Dentons’ June 10th employment law seminar in Toronto

Join Us for a Legal Update at Dentons’ June 10th employment law seminar in Toronto

Dentons will be providing a complimentary half-day employment law seminar in Toronto on Friday, June 10th.  You are welcome to join us.

Presentations at the seminar will be as follows:

October 23, 2015 by Chelsea Rasmussen in Human Rights
  • Comments Off on Sexist Comments in Blog Post by Union President not Discrimination “With Respect to Employment”

Sexist Comments in Blog Post by Union President not Discrimination “With Respect to Employment”

In Taylor-Baptiste v. Ontario Public Service Employees Union, the Ontario Court of Appeal was faced with the question of whether sexist and offensive posts on a blog created by a union member to discuss workplace issues amounted to discrimination “wi...

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August 19, 2014 by Chelsea Rasmussen in Workers' Compensation
  • Comments Off on 20-Day Jail Sentence for Employee who Released Employer’s Confidential Information in Breach of Court Order

20-Day Jail Sentence for Employee who Released Employer’s Confidential Information in Breach of Court Order

A former employee received a 20-day jail sentence after she flagrantly disregarded a court order by disclosing the plaintiffs’ confidential business methods and disparaging their business reputation. Background In July 2013, Ceridian entered into an ...

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March 26, 2014 by Chelsea Rasmussen in Criminal Offences by Employees, English, Ontario
  • Comments Off on Criminal Sentence for Unauthorized Access of Former Co-Worker’s E-mail Reduced on Appeal

Criminal Sentence for Unauthorized Access of Former Co-Worker’s E-mail Reduced on Appeal

A terminated employee was convicted of “Mischief to Data” and “Unauthorized use of a Computer” contrary to the Criminal Code after he remotely accessed a former co-worker’s e-mail without her authorization and forwarded several e-mails to his...

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January 30, 2014 by Chelsea Rasmussen in English, Human Rights, Ontario
  • Comments Off on Direct Evidence of Discrimination not Required: Ontario Human Rights Tribunal

Direct Evidence of Discrimination not Required: Ontario Human Rights Tribunal

Direct evidence of discrimination is not required for an employee to succeed before the Human Rights Tribunal of Ontario, the Tribunal has decided.  The decision provides guidance as to what evidence is required to prove discrimination. In Islam v. Bi...

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