Is it Acceptable to Dismiss a Worker Remotely?
Prior to COVID-19, most workplace lawyers would recommend that an in-person termination meeting was the best form. Although there is no statute or law that requires that termination be conducted …
Prior to COVID-19, most workplace lawyers would recommend that an in-person termination meeting was the best form. Although there is no statute or law that requires that termination be conducted …
With the Canada Election 2019 approaching, employers would be wise to understand their rights and obligations when it comes to talking politics at work. First of all, in Ontario, it …
The manner of dismissal may lead to significantly more costs in damages in any event, and, in particular as will be discussed here, when intersected with human rights issues. In …
When a company has more than one location in jurisdictions with different employment legislation, typically the jurisdiction in which a particular employee works will also be the law that applies …
Just cause means that an employee has engaged in misconduct so severe that the employer can choose to immediately terminate the employee. When an employer dismisses an employee for ‘just …
It is standard to receive a notice when an employer wishes to end an employment relation. This notice must grant a reasonable amount of time for the employee to find …
A hostile work environment is created when an employer or colleague behaves in such a way that it is difficult or impossible for an employee to continue working. A hostile …
Terminating an employee is far from easy; in fact, it’s often one of the hardest decisions for an employer to make. As in any tough situation in life, having guidelines …
I’m about to purchase another similar business that will effectively double my business. I wish to retain all the staff at the new business and, with the exception of one employee, all have been there short periods (1 to 5 years).
There is one person with 20 years’ experience. Obviously, I would inherit the severance liability if I recognized those 20 years (but I am not buying the corporation, just the assets) but the current vendor does not want to “discount” the price of the business by the amount that I have calculated I could be liable for, should that employee not work out. In fairness to the situation, I don’t believe the employee will ever force me to terminate his employment; however, business is business. I need to protect myself.
I was laid off this summer. After discussing with several lawyers the severance package offered, I was told I deserved more so I contested the offer.
After negotiating various issues, the last offer made to me was ‘taken off the table’ by the employer and the matter deemed ‘closed’ by its lawyer. Can my employer not pay me anything at all because my lawyer and I did not accept the offers they proposed?
I worked with my employer for close to 25 years and was laid off without cause and with no notice due to a change in the company’s business needs. Am I not entitled to the minimum severance offered under employment standards legislation?