As of October 11, 2022, all employers in Ontario with 25 or more employees must now have a written policy on the electronic monitoring that takes place. This requirement stems from an amendment to the Employment Standards Act (ESA
Stacey R. Ball Employment Lawyer
Stacey R. Ball Employment Lawyer is a legal publisher focused on employment law topics, particularly wrongful dismissal and related issues in Canada. The content primarily addresses legal interpretations and case studies involving employment termination, notice periods, human rights in employment, and federal employment standards under the Canada Labour Code. The blog provides analysis of recent court decisions and practical guidance for employees and employers navigating employment disputes. It serves as a resource for understanding legal rights and obligations in employment termination and related matters.
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How Bereavement Leave Works in Ontario
An unfortunate part of life is dealing with the passing of family members. Thankfully in Ontario, the law allows employees to take time off during that difficult time. Yet, there are limits to when an employee is entitled to bereavement…
Recording Conversations in the Workplace
A common question that employees have is if they can record their conversations in the workplace. There are several reasons why one may want to create a recording. One obvious reason is trying to prove wrongdoing by a co-worker, superior…
Break In Service Time
A common issue terminated employees have is that they may have left their employer for a period of time and then rejoined at a later date. It is very important to determine if there has been a break in service…
New Minimum Wage Law in Ontario
The minimum wage is one of the most talked about employment laws, as it is something that overtly affects so many people in Canada. Depending on what province you are in and on your employment contracts, you may have…
Three-Dose Vaccination Policy is Reasonable According to Arbitrator
According to our wrongful dismissal lawyer in Toronto, there is a growing list of decisions in the labour context that support an employer’s decision to mandate COVID-19 vaccination. Recently, another arbitrator has ruled in the employer’s favour with regard…
Illegal Termination Clauses and Fixed Contracts
Almost all employment contracts include a termination clause. Yet, not all termination clauses are enforceable. The consequences of this can be severe for an employer. This is well exemplified in the 2022 Ontario Superior Court decision, Tarras v. The Municipal…
Return to Office Looms – What Employers and Employees should know
Now that Labour Day has passed, the expectation is that more Employers will continue to request that their employees return to the office. Bay Street law firms, big banks and companies such as Apple have announced that their employees will…
Reprisals under the Occupational Health and Safety Act: Presumptive Remedy for a Retaliatory Discharge is Reinstatement
What is the remedy for a retaliatory discharge due to an employee raising a health and safety issue? Thompson v. 580062 Ontario Inc. (Slainte Irish Gastropub) provides the answer.
The Facts
Ms. Haley Thompson – a restaurant employee – arrived…
The Impact of Poor Mitigation Efforts for Notice Awards
If you’ve lost your job recently, it is strongly recommended to maintain a log of your efforts to find new employment. This could help you avoid the same fate as the Plaintiff from the recent Toy v. 0954516 BC Ltd…