• Annual Top 10 Developments (1)
  • Awards / Announcements (6)
  • Damages (23)
  • Discipline (17)
  • Harassment (33)
  • Hiring (20)
  • Investigations (24)
  • Occupational Health and Safety (20)
  • Policies (21)
  • Presentations (15)
  • Privacy (4)
  • Summary Judgment (4)
  • The Latest Chapter in Employment Law (10)
  • Uncategorized (15)
Rudner MacDonald - Toronto Employment Law Firm
F: 647-723-1133

Two Bloor West
2 Bloor Street West, Ste 1005
Toronto, Ontario M4W 3E2
P: 416-640-6402

Parkway Corporate Center
100 Allstate Parkway, Suite 600
Markham, Ontario, L3R 6H3
P: 289-317-1300


Constructive Dismissal Requires Employees to be Reasonable

Constructive Dismissal is one of the most difficult concepts in employment law. As opposed to receiving a termination letter or being told “you’re fired”, determining whether a constructive dismissal occurred requires a fact-specific inquiry. The leading Supreme Court of Canada authority on constructive dismissal continues to be the 1997 decision of Farber v. Royal Trust Co., which explains that: A […]

Global Toronto: Five Things You Should Never Do at the Office Holiday Party

Natalie appears on the Global Toronto Morning Show to discuss best practices when attending or hosting a company holiday party. Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Facebook (Opens in new window)Click to email this to a friend (Opens in new window)

The Ins and Outs of Vacations in Ontario

With the winter holidays fast-approaching, as well as the end of the year, we thought it would be a good time to address issues surrounding employee vacations and statutory holidays. While it may seem relatively straight-forward, it’s a topic that can become complicated very quickly. Some issues always come up, such as the calculation of vacation pay. Others arise specifically […]

Don’t Severance Yourself Just Yet

As my recent First Reference Talks blog post discusses, it appears that the saga of judicial interpretation and consideration of termination clauses will continue, with predictably unpredictable results. The Default: Reasonable Notice of Dismissal Without Cause As regular readers will know, the common law provides that in the event of dismissal without cause, employees are entitled to “reasonable notice”. Every […]

Accommodating Marijuana

As I discuss in my recent Canadian HR Law Blog post, with growing medical evidence, evolving societal views, and amended legislation, it is inevitable that we will see more widespread use of medicinal marijuana, and that this will have an increasingly significant impact on the workplace. Already, anecdotes of individuals seeking accommodation for the use of medicinal marijuana are increasing […]

The Case of the Tempting Bagel

The recent passing of Halloween seems like a good time for a reminder that scary and even evil conduct on the part of employees is not necessarily just cause for dismissal. As my new Canadian HR Law Blog post chronicles, many employers fail to grasp that they cannot fire an employee for any misconduct, even if it upsets or frustrates […]

The Latest Chapter in Employment Law: Termination Clause Saga Continues

We have discussed in multiple blog posts the importance of using a contract in the hiring process, as well as the ongoing saga as courts attempt to determine “how perfect” a termination clause must be in order to displace the common law presumption of reasonable notice.  Employers seeking to avoid common law obligations often use termination clauses, but in many […]

Dealing With Rogue CEOs Spiraling Out of Control

Donald Trump has, for better or worse (likely worse), captured the attention of the world. His behavior has been so inappropriate and offensive that many members of his own party have refused to support him. Many have accused Trump of tearing the party apart. Obviously, American political parties have their own rules and processes, and are not the same as […]

Bill 132: What You Need to Know

Natalie presents on Bill 132 at the Niagara Safe Work Summit. Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Facebook (Opens in new window)Click to email this to a friend (Opens in new window)

The Investigation Saga Continues

Sometimes I feel like a broken record (if you are old enough to know what that means), as I continue to tell our clients and anyone else who will listen that Investigations have become a key aspect of HR and HR Law, and Failing to investigate properly will expose organizations to substantial legal liability and bad PR. Two and a […]

Understanding Restrictive Covenants

As one of my recent Canadian HR Law blog posts details, there is a seemingly never-ending battle between the rights of employers to protect their legitimate business interests and the rights of individuals to pursue their livelihood. It often comes as a shock to organizations that one of their employees could leave, join their fiercest competitor, and immediately begin pursuing […]