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Hamilton Employment Law

Ed Canning has been practicing exclusively in the areas of employment law and human rights for 23 years in the City of Hamilton, representing both employers and employees. For 20 years, he has been writing a bi-weekly column in The Hamilton Spectator on employment law and human rights issues that are of interest to both employers and employees. In this blog, you can have access to approximately 500 articles on various subject matters ranging from Employment Standards Act issues, wrongful dismissal issues to human rights issues.

More about Ed Canning

Blog Posts

Working from home on an honour system

Increasingly, employees work away from the office without supervision on an honour system.   Employers have neither the interest nor ability to micromanage how those employees use their time.  Employees who are caught abusing that freedom, however, can more easily be terminated without notice. 
 

Offer of re-employment must be made in good faith

The law has long been that in order to receive an award from a judge for pay in lieu of notice as a result of being terminated, you have to do everything you reasonably can to mitigate your damages. 
 

When it comes to getting fired, all employees are created equal.

When it comes to getting fired, all employees are created equal.  Whether you work for a large employer with lots of money, a small employer with only one or 2 staff, or something in the middle, the employer’s ability to pay the cost of a reasonable severance package should be irrelevant. 
 

A dismissed employee may not always agree with the decision of the Canada Human Rights Code.

Canada’s National Defence Act requires all soldiers to be physically fit and deployable for general operational duties.  That means that they have to be able to perform their duties in a variety of geographical locations on short notice.  Anyone suffering from more than temporary medical conditions that would keep them from being deployed is not “deployable” and is medically released from service. 
 

Employer punished for showing compassion

An adjudicator from New Brunswick has sent an unfortunate message to employers everywhere that being compassionate and forgiving will sometimes do them no good and, in fact, might do them harm.

Large Award Ruled Against Despicable Boss

Marion got a job as a job as a receptionist and assistant administrator in a small jewelry  manufacturing facility in Toronto, when she was 40 years old.  Her salary was $28,000.00 per year.
 

What about the dependent contractor?

We tend to think of people rendering services as either employees or independent contractors: Either they are an employee with all the rights and privileges provided by legislation and the courts or they are independent contractors running their own business whose services can be terminated without notice.

Never Say Quit!

If things are tough at work, think long and hard before you resign. Quitting does not pay.

Employers should ask questions, give warnings before terminating an employee

When it comes to human rights legislation the means never justify the ends. How the employer does things, the questions it asks and investigations it makes, are just as important as the final decision to terminate someone.

Employers should ask questions, give warnings before terminating an employee

When it comes to human rights legislation the means never justify the ends. How the employer does things, the questions it asks and investigations it makes, are just as important as the final decision to terminate someone.