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Serious insight for serious situations.

Serious insight for serious situations.

No Discrimination = Human Rights Damages? It Can if There Was No Investigation.

Deen Morgan believed that he was targeted at work because of his skin colour.  His employer did not agree but it dismissed Mr. Morgan’s concerns and instead found a reason to terminate his employment.  When he took his complaint to the Human Rights Tribunal of Ontario (the “HRTO”), they ruled in a decision released last

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Terminating an Employee Facing Misconduct Allegations May Defy Duty of Fairness

When an employer is made aware of allegations of employee misconduct, employment lawyers generally advise that they are expected to respond fairly and conduct some form of investigation before reaching any conclusion on fault for the misconduct and any resulting discipline. Given the potential duration and cost of an investigation process, an employer may be

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Corporate Director Fined and Sentenced to Prison Term for Failure to Pay Wages

A recent decision of the Ontario Court of Justice shows that a company’s failure to abide by the Employment Standards Act, 2000 (“ESA”) can result in serious penalties for its directors. In that regard, the Court imposed a $280,000 penalty on six Ontario companies and the director of those companies, and also sentenced the director

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