Approximately 90% of workplaces in Ontario are governed by the employment laws enacted by the Ontario government. However, some Canadians do not fall under that provincial jurisdiction, but instead are considered “federally regulated”. Federally regulated workplaces are governed by legislation enacted by the Government of Canada instead of the Province of Ontario.
https://www.torontoemployment.law/wp-content/uploads/2020/05/Federally-Regulated-Employers.jpg6001500Justin W. Anismanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngJustin W. Anisman2020-05-29 20:57:572020-05-29 21:14:14Federally Regulated Employers: Understanding what laws govern your workplace.
“Constructive Dismissal” is defined as a substantial and unilateral change to the terms or working conditions of employment. In other words, a constructive dismissal describes situations where, although an employer has not directly fired an employee, its actions or its failure to address issues, leaves an employee feeling like they’ve no choice but to quit.
https://www.torontoemployment.law/wp-content/uploads/2020/05/constructive-dismissal.jpeg6001500Justin W. Anismanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngJustin W. Anisman2020-05-15 14:08:422020-05-15 14:15:10Constructive Dismissal: A Good Reason to Quit
Temporary layoffs are an attractive option for employers facing economic downturn, business or financial troubles, or a global pandemic like COVID-19. While it may appear to be a good way to eliminate staff without paying termination pay or severance, there are many misconceptions that both employers and employees have.
This article aims to help you understand everything you need to know about temporary layoffs under Ontario employment law and should be used as a guide whether you are a business owner considering laying off staff or an employee who was laid off.
https://www.torontoemployment.law/wp-content/uploads/2020/04/temporary-layoffs.jpeg6001500Justin W. Anismanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngJustin W. Anisman2020-04-27 09:28:132020-05-05 21:12:10Temporary Layoffs: What Everyone Needs to Know
Probation at the start of employment may seem simple, but they don't always automatically allow employers to fire someone in their first 3 months free and clear. Probationary periods are actually legally intricate.
Employees who are terminated during probationary periods often accept their fate without seeking legal advice when in many cases they may be eligible for severance payments (even severance payments of several months or more). Likewise, employers may dismiss an employee within a probationary period only to be surprised and unprepared when they are told they have to pay termination pay for wrongful dismissal.
https://www.torontoemployment.law/wp-content/uploads/2020/04/probation-periods-ontario-employment-law.jpg6001500Justin W. Anismanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngJustin W. Anisman2020-04-16 20:06:262020-04-18 11:06:13Termination within Probation Periods
COVID-19 is having significant economic impacts on both employees and employers. Mass layoffs are happening across Canada despite government initiatives to avoid them. Many employers are considering staff cuts to remain profitable. While terminating employment for legitimate business reasons (such as a downturn in the economy) is lawful, generally speaking, an employee terminated in these circumstances is entitled to reasonable notice of termination, or pay in lieu of notice. It's important to understand how the state of the economy can influence the length of reasonable notice owed to terminated employees
https://www.torontoemployment.law/wp-content/uploads/2020/04/covid-19-effect-reasonable-notice-termination.jpg6001500Justin W. Anismanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngJustin W. Anisman2020-04-01 11:23:492020-04-01 11:23:49COVID-19’s Effect on Reasonable Notice of Termination
The impacts of COVID-19 are already being felt by Canadians. Workers should be aware of their rights and obligations in the coming months.
https://www.torontoemployment.law/wp-content/uploads/2020/03/Employees-Covid-19.jpg6001500William (Will) McLennanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngWilliam (Will) McLennan2020-03-16 12:15:552020-03-16 12:15:55What Employees Need to Know About COVID-19
Businesses often refuse to pay a bonus after an employee is fired,…
https://www.torontoemployment.law/wp-content/uploads/2020/03/bonus-payment-after-termination.jpg6001500Justin W. Anismanhttps://www.torontoemployment.law/wp-content/uploads/2018/02/NFFFFFF-0.pngJustin W. Anisman2020-03-07 07:15:342020-03-07 07:21:31Bonus After Being Fired
Who I am
Justin W. Anisman is an Employment Lawyer at the Toronto law firm Brauti Thorning LLP. Justin advises both companies and individuals in all aspects of employment law including wrongful dismissal, human rights and discrimination.
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