Employers and Employees
GlickLaw lawyers act for both employers and employees in resolving workplace disputes.
Our services for employers include:
- Preparing and updating employment contracts for new and current employees and ensuring compliance with the Employment Standards Act;
- Advising employers with respect to terminations and preparing severance packages;
- Representing employers in responding to wrongful dismissal and constructive dismissal claims;
- Advising employers with respect to their obligations under the Human Rights Code, including the duty to accommodate employees;
- Representing employers in responding to human rights claims, including allegations of discrimination and harassment;
- Reviewing and drafting employment, health and safety, and human rights policies;
- Representing employers at all levels of court and in administrative tribunals; and
- Conducting independent and confidential workplace investigations on behalf of employers.
Our services for employees include:
- Reviewing employment contracts and advising employees about their rights under the Employment Standards Act and at common law;
- Reviewing severance packages and advising employees about their entitlements upon termination of their employment;
- Advising and advocating for employees in wrongful dismissal and constructive dismissal claims;
- Advising and advocating for employees with respect to human rights matters, including discrimination and accommodation claims;
- Defending employees with respect to alleged breaches of non-competition or non-solicitation agreements;
- Representing employees at all levels of court and in administrative tribunals, including the Human Rights Tribunal of Ontario; and
- Assisting and advising employees who are complainants or respondents to workplace investigations.
Feinberg: Workplace Law for Professionals – The Professional’s Duty to Accommodate
The Professional’s Duty to Accommodate In Ontario, professionals must consider their obligations under the Human Rights Code both as a service provider and as an employer. Professionals as Employers Professionals are required to treat their employees (both prospective...
Feinberg: Workplace Law for Professionals (Part 3 of 3)
Restrictive Covenants - Part 3 of 3: Your Former Employee is Stealing Your Clients – What can you do? One of your employees quits to work for another company. Shortly thereafter, your clients start requesting to transfer their files to your former employee’s new...
Feinberg: Workplace Law for Professionals (Part 2 of 3)
Restrictive Covenants - Part 2 of 3: Starting up a Practice When You’ve Signed a Non-Competition or Non-Solicitation Agreement You’ve left your employment to start up your own practice and your employer reminds you that you’ve signed a non-competition or...
Feinberg: Workplace Law for Professionals (Part 1 of 3)
Restrictive Covenants - Part 1 of 3: To Restrict or not to Restrict – that is the Question Employers often put restrictive covenants, such as non-competition or non-solicitation clauses, into their contracts as a matter of course. However, courts interpret such...