Practice Areas

If you have been terminated from your employment for just cause, it is not the end of the road. Your employer will have to prove that your acts led to a total breakdown in the employment relationship.

No employee should have to endure intolerable working conditions – that’s the law. You may have a right to quit your job and sue your employer for constructive dismissal.

Federally regulated employees who are terminated have a powerful tool at their disposal: the law of unjust dismissal. In addition to monetary awards, unjustly dismissed employees may seek reinstatement to their employment.

Almost any dismissal from employment without notice is wrongful. Wrongfully dismissed employees are entitled to compensation from their employers - sometimes up to two years’ worth of wages and other benefits.

Have you been terminated? You could be entitled to severance pay in the range of 1 month per year of service, subject to a number of important factors, such as your age, position, length of service and chances of re-employment.

Most employees do not understand the meaning or significance of the employment terms they agree to in writing. It is important to have your employment contract reviewed by an experienced lawyer before you sign it.

Do not take non-competition and non-solicitation agreements at face value. These clauses, referred to as “restrictive covenants”, are usually not enforceable.

Incentive plans for executives can be vague, complicated, and misleading. Given the complexity of most executive agreements, obtaining legal advice from an expert will place you in a better position to negotiate an agreement that protects your interests.

The workplace is one of the most common settings for discrimination. The Human Rights Code protects all employees from discrimination based on protected grounds, such as age, disability, or gender.

All employees are protected from discrimination by the Human Rights Code, on grounds such as age, disability, and gender. If you’ve been discriminated against, you could be entitled to compensation – or for terminated employees, reinstatement to your position.

All employees have a right to a workplace free from harassment and bullying. That means your employee has a duty to protect you from bullying or harassment by anyone – even coworkers, managers, or customers/clients.

Workplace sexual harassment can include virtually any unwelcome words or conduct of a sexual nature. It can also include unwanted sexual advances by a supervisor or manager. You have a right to a workplace free from sexual harassment – learn how you can prevent and stop it.

Employment standards include entitlements to minimum wage, overtime, holidays, and vacation pay. Many employees do not even receive the minimum employment standards set out by legislation, but taking action against an employer may be easier than you think.

Your employer might attempt to misclassify you as an “independent contractor” in order to avoid providing you with some of the benefits that all employees are entitled to. If you have been hired as an independent contractor but your position resembles that of an employee, you may be entitled to compensation.

Workplace fraud is when an employee commits deception for personal or financial gain. Workplace fraud is a serious allegation – but does not always establish grounds for a just cause termination.

If you disobey the rules or instructions of your employer, you’ve committed wilful misconduct. But not all instances of willful misconduct are just cause for dismissal - and not all workplace disobedience is misconduct.

Workplace theft and dishonesty is serious, but not always just cause for termination. Courts understand that sometimes, theft or dishonesty can be trivial or excusable, especially on a first offence.