When it comes to expertise in the courtroom, you will want the Rudner MacDonald team on your side. Natalie MacDonald and Stuart Rudner have been praised by clients as ‘brilliant’ and ‘astute’.
When Rudner MacDonald represents you, they start from day one to build the strongest possible case. When they enter the courtroom, they enter to win.
In 2008, Stuart Rudner appeared at the Supreme Court of Canada in the landmark employment law case of Keays v. Honda Canada Inc. This case was described as ‘one of the most anticipated wrongful dismissal cases of the decade’ by the National Post. The case made headlines after the initial Trial Court decision and eventually went to the Supreme Court of Canada. Stuart was retained to represent the Human Resources Professionals Association at the country’s highest court. Ultimately, the Supreme Court handed down a decision described as favourable for employers and HR professionals.
In one of Natalie’s first wins with her previous partner, Norm Grosman, Burgess v. Ontario (2001) Natalie assisted in representing a senior Ontario public servant. Mr. Burgess was released from his employment allegedly on the basis that his position became surplus. He did not accept this explanation; in his view, the elimination of his position was done in bad faith and amounted to a disguised, and wrongful, dismissal. The employer, the provincial Crown, took the position that the public servant could not proceed with his action before the Ontario courts because there was a statutory grievance procedure which governed the employment relationship between the parties. Ultimately, Mr. Burgess’ right of access to the courts was preserved when it was heard at the Ontario Court of Appeal.
In yet another case, Dwyer v. Advanis (2009), Natalie was successful in increasing her client’s notice period from one month to 12 months. Advanis had attempted to tie Mr. Dwyer to an Employment Standards Act Clause entitling him to only four weeks notice, but Natalie was successful in tripling this amount to 12 months.
In a groundbreaking case, Natalie successfully represented her client in Antidormi v. Blue Pumpkin Software Inc. (2004) which she pursued on behalf of the employee in the Ontario Superior Court of Justice. In fact, this case is touted as a leading decision in the area of inducement of employees to organizations. Normally, in a case such as this, Ms. Antidormi would have been awarded a notice period of three to four months. However, Natalie achieved a notice period of 12 months, which included an additional two months for extraordinary damages for the bad faith manner in which the company had acted.
Stuart Rudner and Natalie MacDonald represent both employees and employers before tribunals and courts.
Rudner MacDonald LLP – The Next Chapter in Employment Law.