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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

Lessons learned the hard way, refusing to listen or just bad advice

Litigious means “ fond of engaging in law suits”. The truth is, most lawyers are more fond of settling law suits than going to court. A clear and firm result rather than the vagaries of the court room are almost always best for everyone. Sometimes clients don’t agree.

It is illegal to discriminate on the basis of family status

Every human rights code across the country, including the Canada Human Rights Act, makes it illegal for an employer to discriminate in employment on the basis of family status. That can mean that the employer has to make changes to the workplace, to the point of it becoming an undue hardship for the employer, for employees who claim their parental duties require it.
 

HOW FAR DOES EMPLOYER HAVE TO GO TO ACCOMMODATE CHILD CARE

So just how far does an employer have to go to accommodate the child care obligations of employees?
 

Workplace Relationships


Apparently a CEO cannot away with behaviour that Captain Kirk engaged in on a regular basis: affairs with a subordinate. The times, as they say, are changing. I cannot comment on the legalities of the Boeing CEO’s termination as it would have been governed by American law.
 

UNDERSTANDING MARITAL AND FAMILY STATUS WITHIN A CORPORATION

A large local employer we will call Acme Education Systems has an internal employment policy which prohibits situations in which one relative can directly influence the employment of another.  The policy seeks to avoid conflict of interest situations in a manner consistent with the Ontario Human Rights Code.  Unfortunately, it does not succeed in that goal.