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On Monday, an article in the Globe and Mail reported that composition of who is in the workplace has taken a symbolic turn. On the paper’s front page, Demographics Reporter Joe Friesen, writes that “at some point this year, the number of 15-24 year olds will slip below the number of 55-64 year olds for
As I read the paper this morning, I came across an unfamiliar term: “playbour”. Apparently, this is the brainchild of the media theorist, Julian Kücklich, who coined the term as a result of the confusion between work and play, as facilitated by technology. As anyone who has responded to a work e-mail from a child’s
This is not a blog about employment law. Rather it is about running an employment law firm and leading a team, which I have done with my partner Chris Thomlinson, for ten years now. In fact, this week marks our tenth anniversary. When Chris and I started our Toronto-based employment law firm, we were experienced
Adopting an orphaned chimp, an exercise video and an anniversary song are not the usual work of an employment law firm, but in one 24-hour period, the employment lawyers at Rubin Thomlinson took a pause and pushed the boundaries of their creativity with extraordinary results. In his remarkable book, Drive, The Surprising Truth About What
We recently sat down to discuss what employee clients can do both before and during their first meeting with us to contribute to the exchange being successful. These are the clients who seek our advice in terms of a possible wrongful dismissal, a sexual harassment complaint, helping them respond to an offer of employment, or
I’ve been following the news reports over the last few weeks covering the story of disgraced cyclist, Lance Armstrong.I’m struck by several things: (1) that Lance continues to admit no wrongdoing, despite mounting evidence of his participation in doping; and (2) the distinctions that are being drawn between sports personalities like Tiger Woods and Kobe
In the last month, two personal injury cases have crossed my desk that have left me wondering how aggressively employers and their lawyers will or should incorporate social media searches to examine a terminated employee’s mitigation efforts.Perhaps this is already happening. In both cases, the social media profiles of plaintiffs who claimed they were injured
A case that made the papers late last week, is a good example of why employers should not believe everything they see or hear about an employee from social media or that is communicated to them electronically. In taking a closer look at this recent example, we offer suggestions on how employers could handle issues
Leading up to the beginning of this year, we assisted many of our employer clients in implementing the customer service standards under the Accessibility for Ontarians with Disabilities Act (“AODA”). Since we are also an employer, we are similarly bound by the AODA and have taken our own steps to comply. We had an experience
We are all familiar with sexual harassment as a subject matter for workplace investigations. In a post Bill 168 world, psychological harassment investigations are also becoming common. However, with an increasingly wired workforce dependent on electronic communication, we are in a new era in which employees are becoming victim to “textual harassment”. In our firm,
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