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The articles listed below are intended to provide readers with general information only. They should not be regarded or relied upon as legal advice or opinion. Accessing, reading, relying on or otherwise using the articles listed below does not, under any circumstances, create a lawyer-client relationship between you and Emond Harnden. A lawyer-client relationship will only form if and when Emond Harnden specifically and expressly agrees to act for you on a particular matter and executes a retainer agreement to that effect. For more information, please consult our Terms of Use.
Clause limiting wrongful dismissal damages to Employment Standards Act minimum upheld by Court
October 1, 2002
Readers of FOCUS will recall that Canadian courts tend to subject employment contracts to closer scrutiny than is the case with other types of commercial
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Age discrimination policy issued in Ontario
October 1, 2002
Citing the persistence of “preconceived notions, myths and stereotypes about the aging process”, the Ontario Human Rights Commission has issued its “Policy on Discrimination Against
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Employer’s policy manual no bar to reasonable notice for employee, Court of Appeal rules
July 1, 2002
Regular FOCUS readers are well aware that, in the absence of clear contractual terms to the contrary, employment contracts are terminable only on reasonable notice,
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“A simple and common scenario”: Appeal court ruling upholding common employer doctrine stands
July 1, 2002
On January 31, 2002, the Supreme Court of Canada refused to hear the employer’s appeal of the decision by the Ontario Court of Appeal in
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Saskatchewan Court of Appeal: Overstating qualifications in job application is cause for dismissal
July 1, 2002
In a decision issued on March 15, 2002, the Saskatchewan Court of Appeal upheld a decision of a trial judge that misrepresenting one’s qualifications in
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Bargaining rights vs. privacy rights: OLRB orders school board to disclose employee home addresses and phone numbers to union
July 1, 2002
What happens when a union’s request for information about the members it represents appears to be in conflict with the employer’s obligations under provincial privacy
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