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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.
Aggravated and punitive damages refused for employee denied disability benefits
July 1, 1999
The vexing problem of damages for mental distress arising out of a termination of employment has once again been at the centre of a legal
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Is an absence due to workplace injury an “absence due to sickness or accident”?
July 1, 1999
When Bruce Rafter was off sick in February 1998, he was not paid for the first two days of his absence. This was because, under
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Term contract does not a temporary employee make
July 1, 1999
Employers sometimes keep long-time employees on a series of successive short-term contracts. This may be done for the purpose of negotiating periodic salary increases or
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Fine-tuning Weber: unionized employee can sue for malicious prosecution
July 1, 1999
Many of our readers are likely aware of the key Supreme Court of Canada decision in Weber v. Ontario Hydro (June 29, 1995). This judgment
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Prevention of Unionization Act now law
July 1, 1999
On December 18, 1998, the Prevention of Unionization Act (Ontario Works), 1998 came into force. It amends the Ontario Works Act, 1997, the government’s workfare
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Terminating employees: a tough job, but someone’s got to do it
July 1, 1999
A glance through this and other issues of FOCUS should reveal that mishandling the termination of an employee can have expensive, painful consequences. In some
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