Employment Litigation service in Canada can offer a one-stop solution to large and small employers. Acting for some of the country’s most prominent public and private employers, the lawyers at the Littler Toronto office will assess your Employment Litigation and negotiate the best course of action. Read on to learn about the services offered and the various types of cases they handle. There are a number of key benefits to employing an Employment Litigation service in Canada.
Stikeman Elliott LLP’s national employment and labor team focuses on providing legal advice on all aspects of human resources and workplace change and is active in both federal and provincial matters. In addition to defending employers in employee Hiring disputes, the firm’s lawyers provide practical day-to-day advice on all aspects of human resources and commercial matters. In addition, firm partners Gary Clarke and Lorna Cuthbert focus on human resources aspects of commercial disputes.
The firm’s Toronto office focuses on the employment law needs of both domestic and multinational clients. The employment lawyers in this office work on a variety of cases, including terminations of senior executives, employee fraud, and confidentiality breaches. In addition to this, they advise clients on their recruitment strategies. They have a collaborative style and focus on providing practical solutions for clients. This allows them to efficiently serve their clients. The firm’s legal team is made up of experienced lawyers with a range of backgrounds and skill sets.
If you have experienced any type of workplace misconduct, then you may need the help of a COVID-19 Employment Litigation service. This new legislation has dramatically changed the way Canadian workplaces operate and has impacted all types of claims. Read on to find out what you need to do to prepare for an impending COVID-19 litigation case. Our attorneys specialize in COVID-19 cases and have decades of combined experience handling employment-related litigation for corporations.
Employers must change their terms of employment in order to comply with COVID-19. Some decisions have been released regarding the new legislation, such as Iriotakis v. Peninsula Employment Services Limited. In this case, the court recognized that the COVID-19 pandemic created a number of uncertainties that the employer would need to deal with. The courts in the province of Ontario have issued a series of decisions regarding COVID-19, including decisions concerning the termination of employees in March 2020.
If you’re in need of employment litigation services, you’re not alone. Employment litigation attorneys help employees with discrimination and unfair dismissal cases across the country. They can help you file a complaint with the labor standards board in your province. The tribunal can award punitive damages if your company is found to have discriminated against you. You can also receive non-monetary relief, such as reinstatement or anti-discrimination training.
In addition to providing employment litigation and dispute resolution services, labor and employment lawyers can also provide advice on labor, immigration, workplace safety, and health laws. They also assist clients with employment-related issues such as wrongful dismissal and wrongful termination. These lawyers can assist you in all aspects of employment law, from drafting employment contracts to analyzing workplace legislation. They are often involved in human rights cases, too. If you’re interested in obtaining these services, contact one of Canada’s best law firms today.
A bonus dispute may arise when an employee is denied his or her right to the entire bonus amount. In this case, Paquette, who had been employed at Lin for 14 years, was terminated without cause, and was denied his bonus because he was no longer “actively employed” on the date of his or her next bonus payment. The court found that the language in the bonus plan was clear and unambiguous.
The Court found that the employee had been a passive employee during the time he was not actively employed. As a result, the Court should have focused on the total compensation and benefits of the employee, rather than the wording of the bonus plan. In addition, the Court of Appeal determined that the motion judge had made an error in his approach to the case and the employee was therefore entitled to damages. After the Court ruled in his favor, the bonus had been paid out in the past, so the employee was entitled to a wrongful dismissal claim.
Federal Contractors Program
The US Department of Labor’s Office enforces equal employment opportunities in federal contracts. A federal contractor’s obligations to hire a diverse workforce are complicated and can be a source of legal headaches. We help contractors understand their obligations under the federal affirmative action law.
A federal contractor must also comply with Section 503 by collecting race, gender, veteran status, and disability information from applicants. The OFCCP also requires covered employers to maintain a record of the reasons why applicants were not chosen and analyze that data annually. It is imperative that the contract contains a clear clause that limits the arbitrator’s authority. This way, employees will be protected.
Legislated Employment Equity Program
In an era of growing inequality in the workplace, a Legislated Employment Equity Program can be the difference between equal employment opportunities and a discriminatory workplace. Developed in Canada, the Legislated Employment Equity Program (LEEP) is a federal law that requires employers to make certain that their workplace policies and practices reflect the diversity and equity of the people they employ. While this legislation is a step towards equality, it also requires a cultural shift.
While the Government of Canada has made some strides in improving employment equity, visible minorities and women continue to face many systemic barriers. In Canada, for example, women are overrepresented in lower-paying jobs, despite a number of measures designed to promote diversity. Nevertheless, the federal government has been slow to adopt these programs. The Legislated Employment Equity Act, passed in 2006, mandates that organizations take special measures to increase the proportion of workers from equity groups in their workplace.