Managing workplace illness during the coronavirus outbreak
With the coronavirus epidemic making daily news headlines here in Canada in recent weeks, we’ve received lots of questions from both employers and employees on
Managing workplace illness during the coronavirus outbreak
With the coronavirus epidemic making daily news headlines here in Canada in recent weeks, we’ve received lots of questions from both employers and employees on
Employment Law Minute: Can employers limit an employee’s severance pay?
An employment contract is one of the most important documents that you’ll sign in your lifetime. However, many employees sign one without fully understanding what
Employment Law Minute: When a constructive dismissal requires compensation
A relocation, demotion, layoff or pay cut are all circumstances that could give rise to a constructive dismissal, or resignation with severance pay. In this
Employment Law Minute: How long can an employee be off on medical leave?
Ottawa employment lawyer Alex Lucifero explores how long an employee can be away from work on a medical leave of absence as well as what
Employment Law Minute: How much severance are terminated employees owed?
‘Wrongful dismissal’ doesn’t mean what you probably think it means – and those misperceptions can be costly.
Employment Law Minute: When can employees be terminated for cause?
Most “for cause” terminations are not legitimate.
Can an employee be terminated while on medical leave in Ontario?
At Samfiru Tumarkin LLP, we assist both employers and employees with all aspects of employment law. A common question we receive from employers in Ottawa
Employment Law Minute: Resolving workplace harassment incidents
When the work environment has become poisoned, an employee may be entitled to compensation.
Employment Law Minute: What are an employers’ obligations to accommodate workers with disabilities?
It’s an issue that employers get wrong far too often.
Employment Law Minute: Are you really an independent contractor?
It’s common for a company and a worker to think they’ve entered into a relationship as an employer and independent contractor. But that may not
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