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Rudner MacDonald - Toronto Employment Law Firm
info@rudnermacdonald.com
F: 647-723-1133

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Toronto, Ontario M4W 3E2
P: 416-640-6402

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

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The Latest Chapter in Employment Law: The Duty of Good Faith in Employment Contracts

In 2015, the decision in Styles v Alberta Investment Management Corporation made waves in the employment bar by granting an employee substantial damages for the value of bonuses payable under the employer’s Long-Term Incentive Plan (the “LTIP”), even though the employee did not appear to meet the eligibility criteria for payment set out in the LTIP. This award was based […]


Dealing with Marijuana in the Workplace

As our latest First Reference Talks blog post discusses, Health Canada estimates that by 2024, 450,000 Canadians will be authorized to use medically-prescribed marijuana. Pending legalization may also create an increase in people “self–medicating” and casually using marijuana. I am increasingly being asked to speak about this subject at HR conferences, as employers are concerned about the practical implications of […]


Sixteen Forged Medical Notes

As I discuss in a recent Canadian HR Law blog post, even though I consistently remind clients and anyone else who will listen that summary dismissal is never “simple,” people often challenge me with cases that they portray as a “slam dunk.” The most common refrain is “Surely, if I catch an employee stealing, that is just cause for dismissal […]


Employment Contracts & Termination Clauses: Don’t Forget to Consider Consideration

Our recent Canadian HR Law blog post discusses the topic of termination clauses. Our firm has written multiple times on the ever-complicated, ever-changing, and certainly unpredictable realm of case law surrounding termination clauses in employment contracts. Regular readers will recall several cases such as Garreton and the initial trial court decision in Oudin, where clauses have been struck down due […]


How to Respond to Requests for Accommodation

The workplace is no longer what it used to be, and the circumstances that an employer must accommodate continue to expand. Be it childcare arrangements, medicinal marijuana, or transgender accommodation, human rights continue to impact the workplace. Employers expose themselves to significant liability if they fail to respond to these requests appropriately. Unfortunately, many make the mistake of dismissing unusual requests […]


High Times in HR: Duty to Accommodate Marijuana, Gender Identity & Day Care

Stuart presents at HRPA York Region on the duty to accommodate marijuana, gender identity and day care. 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)


Top 10 Employment Law Developments of 2016

One might think that by the year 2017, employment law would be settled and there would be few, if any, issues that are unpredictable or where the law is “open to interpretation”. That would be wishful thinking; 2016 included its share of new developments, surprising court decisions, and significant legislative developments. The reality is that as social attitudes evolve, the […]


The Latest Chapter in Employment Law: Bill 26 Proposes Statutorily-protected Domestic and Sexual Violence Leave

The Ontario provincial government continues its recognition of the impact of domestic violence on the workplace with Bill 26, which proposes amendments to the Employment Standards Act, 2000 (ESA) and the Occupational Health and Safety Act (OHSA). Previous developments Bill 168, which came into force on June 15, 2010 as an amendment to the OHSA, established a requirement that employers […]


Responding to Allegations of Harassment

Stuart presents “The Ghomeshi Scenario: Responding to allegations of harassment in the workplace” at HRPA North Bay. 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)


Managing Attendance & Absenteeism: Hangout with Rudner MacDonald

Stuart takes questions on managing attendance and absenteeism in the workplace. Most employers want to flexible, but it can be hard to run a business when you don’t know who will show up for work. Do you have to give employees paid sick days? Can you require doctor’s notes? This and more, in this session. Click to share on Twitter […]


Managing Attendance and Absenteeism

Managing attendance and absenteeism in the workplace is one of the most difficult issues for employers. Some common questions are: Are employees entitled to “sick days”? Can employers require medical notes? What steps can employers take to manage attendance? Can excessive absenteeism be grounds for dismissal? This is another example of the ongoing balancing act between the rights of individuals […]



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