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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

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.

Hit delete not SEND!

In the age of social media, the old saying, “loose lips sink ships” should really be changed to “loose fingers can sink your boat”. There is no rhyme but its true none the less. If you are ever tempted to rant about your boss online, take ten breaths and don’t. I guarantee it will be a bad idea.

Hit delete not SEND!

In the age of social media, the old saying, “loose lips sink ships” should really be changed to “loose fingers can sink your boat”. There is no rhyme but its true none the less. If you are ever tempted to rant about your boss online, take ten breaths and don’t. I guarantee it will be a bad idea.

Multiple companies under one operation

One business can often be made up of several different corporations for legitimate reasons. One owns the property, one owns the assets, and another employs the employees and actually operates the business. There is nothing illegal or shameful about that. Other businesses entering into contracts with the entity are expected to do their research and know with whom they are dealing. But what about the employees? When they are shuffled from one payroll to the next, what are their rights?