I read recently that the Hydro One employee who was terminated in the “FHRITP” fracas had recently been reinstated, through an arbitration process, after he, among other things, extended a sincere apology to the reporter. Reading about his reinstatement made me think about the power of the apology. There is no question that an apology
Corporate restructuring has become a business reality in our volatile global economy. Just last week, Maple Leaf Foods announced its plan to cut more than 400 jobs across the country in a move to redirect resources and remain cost competitive. Other large organizations, including Bell Media and Enbridge, have recently announced similar restructuring plans that
Last week, former Subway pitch-man Jared Fogle was sentenced to more than 15 years in prison, after pleading guilty to charges of trading in child pornography and paying for sex with minors. Subway had cut ties with Mr. Fogle months earlier, after police raided his home in July of this year. In the circumstances, few
It is common practice in Ontario for employers to restrict a departing employee’s ability to solicit employer customers, suppliers, current employees, etc. Although many such clauses specify particular actions that are prohibited, very few turn their mind to governing a departing employee’s actions on social media. As the Canadian courts have not yet ruled on
My first job was with a popular fast food restaurant as an eager sandwich maker (or sandwich artist). As an employee, I wore black pants and a golf shirt with the restaurant’s logo on it. There may also have been a hairnet involved. The uniform (hairnet excluded) made me feel like I was part of
On October 27, 2015, the Ontario government tabled its Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment) 2015 (the “Act”). Last week my colleague Janice Rubin wrote about the implications for employers of the amendments to the Occupational Health and Safety Act. This week, I am considering the implications for Ontario’s colleges
On October 27, 2015, the Ontario government tabled its Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment) 2015 (the “Act”). The Act amends the Occupational Health and Safety Act, and in particular, those provisions brought in through Bill 168 in 2010 that set out employers’ obligations to have
The “Fresh Consideration” Doctrine The need for “fresh consideration” has long been a fundamental requirement to the enforceability of contracts. More specifically, in the absence of exceptional circumstances, an existing obligation or duty to perform cannot be used as valid consideration for the creation of a new contract. The legal doctrine of “fresh consideration” is
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