The latest in Canadian Employment and HR Law from Rudner Law. Produced by LegalTube.ca, in association with LawyerLocate.ca.
Episodes
Monday Nov 19, 2018
Monday Nov 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.
Monday Nov 19, 2018
Monday Nov 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.
Friday Nov 02, 2018
Friday Nov 02, 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.
Friday Nov 02, 2018
Friday Nov 02, 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.
Thursday Oct 25, 2018
Thursday Oct 25, 2018
Welcome to Rudner Law! Take a walk with us through our offices located in Markham, Ontario. To learn more about Rudner Law or contact us, visit our website at www.rudnerlaw.ca.
Wednesday Oct 24, 2018
Wednesday Oct 24, 2018
Stuart discusses the case of Ocean Nutrition Canada v. Matthews, which comes out of Nova Scotia, and this deals with the types of damages an employee is entitled to in a wrongful dismissal claim.
Wednesday Oct 24, 2018
Wednesday Oct 24, 2018
Stuart discusses the case of Ocean Nutrition Canada v. Matthews, which comes out of Nova Scotia, and this deals with the types of damages an employee is entitled to in a wrongful dismissal claim.
Monday Oct 22, 2018
Monday Oct 22, 2018
In this episode of the Rudner Law Q&A series Fire Away, Stuart and corporate-commercial / civil litigation lawyer Anton Katz discuss the sale of a business and the employment law issues that can arise.
Original air-date: October 16th 2018.
Monday Oct 22, 2018
Monday Oct 22, 2018
In this episode of the Rudner Law Q&A series Fire Away, Stuart and corporate-commercial / civil litigation lawyer Anton Katz discuss the sale of a business and the employment law issues that can arise.
Original air-date: October 16th 2018.
Wednesday Sep 26, 2018
Wednesday Sep 26, 2018
In this episode of the Rudner Law Q&A series Fire Away, Stuart and human resources expert Martin Birt discuss the workplace consequences you can face because of off-duty conduct.
Original air-date: September 18th 2018.