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An employer’s attempt to conceal misconduct can raise serious concerns under Canadian employment law, particularly when dishonesty affects an employee’s rights during dismissal. A deliberate cover-up may involve falsifying records, hiding relevant information, making knowingly misleading statements, or retaliating against someone who reports wrongdoing. Although such behaviour can strengthen a legal claim, punitive damages are
Read MoreYes, short service employees can still have their notice period assessed using the Bardal Factors. Canadian courts do not apply a fixed minimum notice period solely because an employee has worked for an employer for a limited time. Instead, judges examine the circumstances of the employment relationship as a whole. Length of service is one
Read MoreProbationary employment does not prevent courts from examining how an employer reached a dismissal decision. While employers generally have greater flexibility during probation, they are still expected to act honestly, fairly, and reasonably. Courts may review whether Good faith determination during probation was carried out in accordance with employment contracts and applicable legal principles. Employers
Read Morebusinesses train managers on Pregnancy Discrimination issues Managers play a crucial role in shaping workplace culture and ensuring employees are treated fairly and respectfully. Because managers are often responsible for hiring decisions, performance evaluations, scheduling, and employee support, their understanding of Pregnancy Discrimination is essential. Businesses that invest in comprehensive manager training can reduce legal
Read Morerole does evidence play in undue hardship Evidence plays a critical role when courts and tribunals assess claims of Undue hardship. Employers may assert that accommodating an employee with a disability is impractical, but such claims must be supported by solid proof. Evidence allows decision-makers to distinguish between reasonable accommodations and those that genuinely impose
Read Morereasonable scope for non-competes What is a reasonable scope for non-competes? This question matters to both employers and employees, as the balance between business protection and career freedom hinges on how broad or narrow a non-compete restriction is. A non-compete clause is a contractual provision that prevents a former employee from working for a competitor,
Read Morehelp from a Wrongful Dismissal Lawyer Toronto If you have recently lost your job, you might be wondering, “Do I qualify for help from a Wrongful Dismissal Lawyer Toronto?” This is a common question, especially for employees who are unsure whether their termination was legal or if they are entitled to more compensation than their
Read Morewrongful discharge include discrimination Wrongful discharge is a legal term that refers to the unlawful termination of an employee, and one of the most common grounds for such a claim is workplace discrimination. While employers generally have wide discretion to hire and fire under the at-will employment doctrine, they cannot terminate an employee for reasons
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