At Rudner Law, we recognize that the employment relationship is an interpersonal one, not unlike a marriage. That is true whether we are talking about a multi-national corporation, an owner-operated startup, a family business or a not-for-profit organization. And interpersonal relationships are complicated. We are talking about your livelihood, your business, and the place where you spend most of your day. You want to be sure that you understand your rights and obligations. That’s where we come in.
As we often see in litigation, doubling down on a losing hand doesn’t just waste time, it can cost a lot of money. In the recent Ontario Court of Appeal decision in Adelman v. IBM Canada Limited (“Adelman”)1, the employee…
When an employee requests time off for medical reasons, employers are often left wondering how much medical information they are entitled to request and what their accommodation obligations are. A recent decision from the Human Rights Tribunal of Ontario (the…
When a defendant is served with a Statement of Claim, they cannot simply put it aside and hope for the best. Failing to respond can result in the defendant being noted in default, which means the lawsuit may proceed without…
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In my previous article, “Non-Solicitation Clauses for Therapists – are they Enforceable or Justified?”, I discussed whether non-solicitation clauses for therapists are enforceable and outlined a balanced framework that protects both group practices and client choice.
A related…
In a recent decision, Geopro Consulting Ltd v. Nyland1, the Ontario Superior Court of Justice struck down an employer’s lawsuit against a former employee who had reported the company to its professional regulator, triggering an investigation. The case…
Our clients often ask what is the point of having a properly drafted employment contract? As they say, “the outcome of a claim for wrongful dismissal cannot be that bad; everyone knows that the most an employee might receive is…
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An employee earns a substantial amount of money each year in variable bonuses. Are they entitled to that bonus as part of their severance? If so, how do you assess what they should get when the amounts varied greatly from…
