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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.
An art, not a science: Divisional Court upholds 18-month notice award to long-term clerical employee
July 1, 2001
A recent decision of Ontario’s Divisional Court illustrates the uncertainties inherent in the calculation of the reasonable notice period in wrongful dismissal actions. The
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“Ambiguous” probationary period leaves employer liable for notice damages
July 1, 2001
A recent Ontario decision points again to the fact that, where a provision in an employment contract takes away an employee’s rights, it will be
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Appeal court grants injunction against non-violent picketing
July 1, 2001
What is the role of courts in regulating picketing activity during a labour dispute? While it used to be the case that courts were quick
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Ontario Court: Don’t rush to accept resignation of depressed employee
July 1, 2001
One would think that when an employee submits his or her resignation and the employer accepts it, that is the end of the matter. However,
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The Personal Information Protection and Electronic Documents Act: What it means for federally regulated businesses and their employees
July 1, 2001
On January 1, 2001, Bill C-6, the Personal Information Protection and Electronic Documents Act came into force. Part I of the Act deals with the
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Notice to clients on new harassment and stress policies at the WSIB
July 1, 2001
The Workplace Safety and Insurance Board (“WSIB”) is the provincial agency responsible for administering the workers’ compensation system under the Workplace Safety and Insurance Act.
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