The Rudner Law Podcast
Audio: Workplace Investigations and Suspensions

Audio: Workplace Investigations and Suspensions

November 29, 2018

We are dealing with investigations more and more often in the context of employment or HR law, and the reality is, as we often tell our employer clients, you cannot impose discipline, especially dismissal, until you investigate. You can’t act based upon allegations, or innuendo; you need to know the facts. Stuart discusses whether you can suspend employees who are the subject of an investigation, whether these suspensions are disciplinary or administrative, and whether suspensions should be with or without pay.

Video: Workplace Investigations and Suspensions

Video: Workplace Investigations and Suspensions

November 29, 2018

We are dealing with investigations more and more often in the context of employment or HR law, and the reality is, as we often tell our employer clients, you cannot impose discipline, especially dismissal, until you investigate. You can’t act based upon allegations, or innuendo; you need to know the facts. Stuart discusses whether you can suspend employees who are the subject of an investigation, whether these suspensions are disciplinary or administrative, and whether suspensions should be with or without pay.

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Audio: Accommodating Cannabis Use

Audio: Accommodating Cannabis Use

November 19, 2018

Employers don't have to condone recreational cannabis usage at work, and they can put policies in place to prevent employees from working while high. But, for employees who use cannabis for medicinal purposes, because of a disability, or because of addiction, which also classifies as a disability, employers do have to accommodate to the point of unreasonable hardship. Shaun explains more.

Video: Accommodating Cannabis Use

Video: Accommodating Cannabis Use

November 19, 2018

Employers don't have to condone recreational cannabis usage at work, and they can put policies in place to prevent employees from working while high. But, for employees who use cannabis for medicinal purposes, because of a disability, or because of addiction, which also classifies as a disability, employers do have to accommodate to the point of unreasonable hardship. Shaun explains more in this video.

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Audio: Bringing a Claim When There Has Been a Release

Audio: Bringing a Claim When There Has Been a Release

November 2, 2018

Normally when there’s a termination of employment or any potential legal claim, what the potential defendant wants is a signed full and final release, by which the plaintiff, or potential plaintiff, confirms they will not bring a legal action. When the employer, or the potential defendant, gets that signed release, they can usually sit back, breathe a deep sigh of relief, knowing that they’re not going to have to worry about a claim coming through the door for the next two years. However, the question that Stuart addresses here is whether, despite having that full and final release, a claim can be brought.

Video: Bringing a Claim When There Has Been a Release

Video: Bringing a Claim When There Has Been a Release

November 2, 2018

Normally when there’s a termination of employment or any potential legal claim, what the potential defendant wants is a signed full and final release, by which the plaintiff, or potential plaintiff, confirms they will not bring a legal action. When the employer, or the potential defendant, gets that signed release, they can usually sit back, breathe a deep sigh of relief, knowing that they’re not going to have to worry about a claim coming through the door for the next two years. However, the question that this video addresses is whether, despite having that full and final release, a claim can be brought.

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