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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.
Emerging issues in attendance management
January 1, 2001
Innocent absenteeism is one of the thorniest issues for management to deal with. Beyond the difficulties entailed in crafting a reasonable and remedial approach that
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Firm held liable for misconduct of independent contractor
January 1, 2001
Many of our readers will be aware that the determination of whether someone is an independent contractor or part of the employer’s organization can have
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A shield or a sword? Union loses grievance against supervisor doing bargaining unit work
October 1, 2000
The use of non-bargaining unit employees to perform bargaining unit work is a frequent source of contention. Where the collective agreement explicitly forbids assigning bargaining
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Court of Appeal overrules human rights board on legality of random breathalyzer testing
October 1, 2000
In 1996, a Board of Inquiry under the Ontario Human Rights Code invalidated some key provisions in a major employer’s Alcohol and Drug Policy. In
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Government releases ESA consultation paper
October 1, 2000
The Ontario government is proposing to “modernize and clarify” the Employment Standards Act in what it says is the first comprehensive updating of the legislation
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Limiting your notice obligations through an employment contract
October 1, 2000
A recent decision of the Ontario Superior Court of Justice sheds some light on how employers can limit their liability for reasonable notice through an
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