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| Hyde HR Law - Labour and Employment Law Firm Toronto, Canada |
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| Labour law firm located in Toronto - COVID-19 Announcements |
| Labour law firm located in Toronto - Featured News |
| Labour law firm located in Toronto - For Employees |
| Labour law firm located in Toronto - For Employers |
| https://hydehrlaw.com/blog/post/ |
| 3 Ways Dismissed Employees May Request Reinstatement |
| 3 Ways to Get Your Job Back After You Have Been Fired |
| 8 Settlement Payments Not Subject to EI Clawback |
| A Cautionary Tale for Employers: Bad Faith in the Manner of Dismissal and Frivolous Counterclaims Can Be Very Costly |
| A cautionary tale in contracting out compliance with the OHSA |
| Accommodating parents working from home |
| Amendments to Ontario’s Employment Standards & Occupational Health and Safety Legislation |
| Amendments to the Canada Labour Code Will Come into Effect February 1 2024 |
| Court Dismisses Employer's $150 million Counterclaim Against Former Employee for Being an "Attempt to Silence" Him |
| Arbitrator Clarifies when Self-Isolated Employees are Entitled to Sick Pay |
| Arbitrator Rules New Statutory Holiday Should be Included in Collective Agreements |
| Arbitrator Upholds Dismissal of Employee for Sexually Harassing Co-Worker While Off-Duty |
| Are your work-from-home employees moonlighting |
| Assault on Freedom of Contract Continues |
| Avoiding Fixed Term Contracts: 5 Issues for Employers to Consider |
| Bank Employees Told to Stay Home Until 2021 Could be in for a Rude Awakening |
| Be Careful What you Contract For |
| Broken Dreams and Broken Promises: Avoiding Costly Mistakes |
| Canada Emergency Wage Subsidy Update |
| Canada's Proposed Right to Disconnect |
| Can employers mandate Covid-19 vaccination |
| Can employers mandate Covid-19 vaccination |
| CBC staff shocked to discover confidential religion, sexual orientation details in online HR files |
| COVID-19 and Temporary Layoffs |
| COVID-19 and the Workplace: What You Need to Know as An Employer |
| COVID-19 Critical Updates for Employers |
| COVID 19 FAQ for Employers |
| COVID-19 Layoffs - Practical Advice for Employers |
| COVID-19 – second wave critical updates |
| COVID-19 Update |
| Covid-19 Update: Changes to Employment Law |
| Covid - Bringing Employees Back to the Workplace |
| Damages awarded against employer who conducted “amateurish” workplace investigation |
| Data privacy on work devices |
| Decision: Employers Masking Policy Did Not Lay the Grounds for a Constructive Dismissal Claim |
| Decision regarding discriminatory performance review pushes the bounds of employment law |
| Deep dives in employee background checks |
| Disabled Employees Refusal to Cooperate in Accommodation Process was Cause for Dismissal Adjudicator Rules |
| Driver Inc. – Benefits and Drawbacks of using Employees vs Independent Contractors |
| Driver Inc. - The Misclassification of Truck Drivers as Independent Contractors |
| Electronic Monitoring Policies Must be Provided to Employees by November 10 2022 |
| Employees Wrongful Dismissal Award Reduced for Failing to Accept a Comparable Position |
| Employee Terminated for Cause after Lying about COVID-19 Symptoms |
| Employer claims for wrongful resignation |
| Employer Health and Safety Obligations Remain as Important as Ever |
| Employer Requiring Job Candidate to Be Permanently Eligible to Work in Canada Was Discriminatory Court Rules |
| Employers Beware Fixed-Term Contracts Can Be Costly |
| Employers may Need to Think Twice about Hiring through Agencies and Recruiters |
| Employer Unable to Rely on Termination Clause Where Employee’s Duties Expanded Over Time, Court Rules |
| Enforcing Work Standards in the Digital Era |
| Federally Regulated Employers Beware - Upcoming Changes to the Canada Labour Code |
| Fired? Here is What You May Be Entitled To |
| Firms Must Communicate That Working From Home is a Temporary Measure |
| Former McDonald’s CEO Returns Over $105 Million to Company Following Misconduct |
| Future-proofing your company's employment agreements |
| Getting off to a good start |
| Government keeps remote work rules out of public service collective agreement |
| Groundbreaking Decision! Court Awards Employer Damages Based on Employee Time Theft |
| How COVID-19 has Impacted Employment Law |
| How employers can offer flexibility for parents as kids go back to school |
| How 'internet harassment' could affect your workplace |
| How Strong Is My Wrongful Dismissal Case? |
| How to Avoid EI Clawbacks Resulting Out of Wrongful Dismissal Settlements |
| HR systems in spotlight after CBC faces backlash |
| Ontario Court Confirms Employee's Right to Examine President of the Company |
| Important Update in Employment Law Ontario Court of Appeal Overturns Rahman Decision |
| Important Updates to Emergency Financial Aid Programs |
| In the Wake of Waksdale Employers Regain Some Power through Rahman |
| Is a ‘discretionary bonus’ really discretionary? |
| Is a refusal to inoculate cause for termination? |
| Is independent contractor status dead? |
| Labour Arbitrators Exclusive Jurisdiction Applies to Human Rights Complaints |
| Legal challenges for construction employers during a pandemic |
| Legal Considerations for Workplace Vaccination Mandates & Policies |
| Legal impacts of the pandemic in manufacturing |
| Making severance settlements stick |
| Misconceptions around vacation law in Canada |
| Most striking public sector workers are showing up on picket lines |
| Navigating Bad Faith Layoffs in the Covid-19 Era |
| Recent Court Cases Provide Cautionary Tales to Employers |
| Picking at the Scab- the End of Replacement Workers? |
| New Rules in Ontario Give Teeth to Independent Contractor Relationships |
| New Year More Changes - Ontario to Amend Multiple Employment-Related Statutes |
| No Accommodation for Employee after Years of Innocent Absenteeism with No End in Sight |
| Non-competition agreements: When less is more |
| OLRB Exclusive Jurisdiction Over Arbitrator |
| On CERB and concerned about the move to EI next month? |
| Ontario Arbitrator Determines COVID-19 Vaccination Policy was Reasonable |
| Ontario court strikes down most employment contracts |
| Ontario Extends Paid Sick Days Program as Temporary Layoff Protections Expire |
| Ontario Government Mandates New Workplace Policies |
| Ontario government provides more support for employers |
| Ontario is Proposing Multiple Important Changes to its Employment-Related Legislation |
| Ontario’s Infectious Disease Emergency Leave does not preclude lawsuits |
| Ontario’s “Open Period” 2022 is Right Around the Corner! |
| Paid IDEL Has Expired - What Does This Mean for Employees and Employers? |
| Paid Sick Leave - Now Is the Time to Revisit your Sick Leave Policy |
| Political Speech in the Workplace |
| Red Flags for HR Professionals and When to Seek Legal Advice Part IV |
| Red Flags for HR Professionals - When to Seek Legal Advice Part 1 |
| Red Flags for HR Professionals & When to Seek Legal Advice: Part II |
| Red Flags for HR Professionals & When to Seek Legal Advice: Part III |
| Re-Employment Efforts - To Assist or Not |
| Repercussions of the mental health pandemic |
| Responding to complaints of workplace sexual harassment |
| Return to work and employee accommodation requests |
| Should you hire an external workplace investigator? |
| Significant Amendments to the Occupational Health and Safety Act |
| Slapping Female Buttocks in Heat of the Moment is not Wilful Misconduct |
| Statutory Severance Pay Calculation is Now Based on Global Payroll |
| Striking a Balance Between Employee Misconduct and Sanctions Imposed |
| Supreme Court Rules Construction Employer is Strictly Liable for General Contractor’s Failure to Follow Safety Regulations |
| Termination Clauses Unenforceable for Allowing Employer to Dismiss Employee Without Cause “At Its Sole Discretion” and “At Any Time”, Ontario Court Rules |
| Termination Clause Valid Despite Its Silence on Statutory Entitlements, BC Court Rules |
| Termination Clause Which Violated ESA Did Not Invalidate Fixed Term of Employment Contract Court Rules |
| The Canada Emergency Wage Subsidy - Important Update |
| The Consequences of Misclassifying Workers under the Canada Labour Code |
| The Government of Canada Announces Vaccine Requirements for Employers |
| The Importance of Offers to Settle: Cost Award Nearly Doubles the Amount the Defendant Owes |
| The latest federal and provincial responses to COVID-19 affecting the workplace |
| The Minimum Wage for Ontario and Several Other Provinces Increased on October 1 2023 |
| The State of Emergency in Ontario Returns |
| The Supreme Court of Canada confirms $1 million bonus payment to constructively dismissed employee |
| Three-Dose Vaccination Policy Deemed Reasonable in Long-Term Care Homes |
| Timing Matters - Employee Did Not Fail to Mitigate Damages by Declining Job with Purchaser of Company, Court Rules |
| Toronto Sports Bar Refuses to Pay Wages |
| To terminate, or not to terminate? |
| Trauma and Memory Loss How This Could Effect Credibility in a Workplace Investigation |
| Trucking Industry Employers Take Note - Two Recent Ontario Decisions Find Termination Clauses Legally Unenforceable for Violating the Canada Labour Code |
| Uber Drivers and Delivery Personnel Could be Recognized as Employees |
| Unpaid Leave for Non-Compliance of Vaccination Policy is Not Constructive Dismissal |
| Update: Ontario’s Infectious Disease Emergency Leave may in fact preclude lawsuits |
| Vaccinations to be mandatory for all federal workers |
| Was it a quit, or a dismissal? |
| Wasted at Work: The Legalization of Marijuana One Year Later |
| What are the unknown risks of group benefits? |
| What to Avoid When Disciplining an Employee |
| When can an employer discipline an employee for politically charged comments? |
| When Should the Pandemic Work-From-Home Conclude |
| Why Bother Disciplining |
| Will ‘densified offices’ still work post-pandemic? |
| Worker ordered to pay employer over $112,000 for stealing major client while quitting |
| Work-from-home does not have to outlast the pandemic |
| Working from home is not an employee right |
| Workplace Harassment and New Considerations for Federally Regulated Employers |
| Contact a employment Lawyer in Toronto |
| Contact a employment Lawyer in Toronto |
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| Ontario Employers |
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| Can I have a probationary period when I hire someone? |
| Can I monitor my employee’s electronic activity? |
| Can I require my employees to return to work in-person? |
| How do I fire my employee for cause? |
| How do I fire my employee without cause? |
| How do I stop an employee from taking my clients with them when they leave? |
| What are my obligations when an employee makes a complaint about workplace harassment? |
| What questions am I not allowed to ask during a job interview? |
| What should I do if my employee requests changes to their job duties because of a medical issue? |
| What should I do if my employee wants to change their work schedule to take care of a family member? |
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| Toronto Constructive Dismissal Lawyer for Employees for Employees |
| Toronto Contingency Fee Employment Lawyer for Employees |
| Toronto Employment Contract Review Lawyer for Employees |
| Toronto Employment Standards Claims Lawyer for Employees |
| Toronto Executive Compensation Advice Lawyer for Employees |
| Toronto Human Rights Claims Lawyer for Employees |
| Toronto Independent Contractor Disputes Lawyer for Employees |
| Toronto Just Cause Termination Lawyer for Employees |
| Non-Competition and Non-Solicitation for Employees |
| Toronto Severance Lawyer for Employees |
| Toronto Unjust Dismissal Lawyer for Employees |
| Toronto Workplace Discrimination Lawyer for Employees |
| Toronto Workplace Fraud Lawyer for Employees |
| Toronto Workplace Harassment and Bullying Lawyer for Employees |
| Toronto Workplace Sexual Harassment Lawyer for Employees |
| Toronto Workplace Theft and Dishonesty Lawyer for Employees |
| Toronto Workplace Wilful Misconduct Lawyer for Employees |
| Toronto Wrongful Dismissal Lawyer for Employees |
| Toronto Breach of Confidentiality Lawyer for Employers |
| Toronto Constructive Dismissal Lawyer for Employers |
| Toronto Employee Discipline Lawyer for Employers |
| Toronto Employee Termination Lawyer for Employers |
| Toronto Employer Defence Lawyer for Employers |
| Toronto Employment Contract Drafting Lawyer for Employers |
| Toronto Employment Standards Claims Lawyer for Employers |
| Toronto Human Resources Lawyer for Employers |
| Toronto Human Rights Claims Lawyer for Employers |
| Toronto Independent Contractor Agreements Lawyer for Employers |
| Toronto Just Cause Termination Lawyer for Employers |
| Toronto Lay Off Lawyer for Employers |
| Toronto Leave of Absence Lawyer for Employers |
| Toronto Non-Competition and Non-Solicitation Lawyer for Employers |
| Toronto Pensions, Benefits and Disability Lawyer for Employers |
| Toronto Unjust Dismissal Lawyer for Employers |
| Toronto Workplace Fraud Lawyer for Employers |
| Toronto Workplace Investigations Lawyer for Employers |
| Toronto Workplace Policy Drafting Lawyer for Employers |
| Toronto Workplace Theft and Dishonesty Lawyer for Employers |
| Toronto Workplace Wilful Misconduct Lawyer for Employers |
| Toronto Wrongful Dismissal Lawyer for Employers |
| Toronto WSIB Lawyer for Employers |
| Toronto Applications for Certification Lawyer |
| Toronto Aviation Labour Lawyer |
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| Toronto Construction Labour Lawyer |
| Toronto Defence to Union Grievances Lawyer |
| Toronto Labour Arbitrations Lawyer |
| Toronto Termination of Bargaining Rights Lawyer |
| Toronto Transportation Labour Lawyer |
| Toronto Unfair Labour Practice Complaints Lawyer |
| Toronto Union Avoidance Lawyer |
| Toronto Workplace Investigations Lawyer |
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