In 2009, Kohler Company from the U.S. purchased Canac Kitchens, a Canadian cabinet manufacturer. Three years later, they shut down the manufacturing plant terminating jobs in a fashion that was as un-Canadian as it could get. They inadvertently ended up strengthening Ontario labour laws in the process.
You have just received your marching orders at work. What do you do now? In this podcast, Bram Lecker, Principal of Lecker & Associates discusses exactly how employees should respond to a termination.
The Employee Rights Podcast includes discussions between Bram Lecker, Principal of Lecker & Associates and Podcaster, Bryan Goman, on various topics useful to employees of Ontario.
Terminated employees could be shortchanging themselves if they accept a severance offer without seeking legal advice, Toronto employment lawyer Bram Lecker tells AdvocateDaily.com.
Never sign your termination letter or release until an employment lawyer has vetted these legally binding documents. But what if you signed them already? Under rare circumstances, the executed documents can be nullified. Here’s how we successfully invalidated a signed release on behalf of our client.
Bram Lecker discusses termination clauses with Advocate Daily. Employment law vacillates between employer and employee. Termination clauses are a real battleground right now.
Ontario’s employment laws have been updated to uphold the rights of a workforce increasingly employed in the “gig economy”, with contract, part-time and temporary work. Today, employers must be clear about the status of their temps. As Dependent Contractors, they are not inferior to employees. Misclassifying them as “independent contractors” is unlawful.
A termination is legally different from a layoff. Yet these terms are often used interchangeably. The legal implications, as well as your entitlements are different depending on the strategy your employer has taken. How do you confirm your layoff is not a sham being used to swindle you out of these entitlements? Find out.
Employers have very little leeway to fire you without adequate compensation. There are many legal instruments that discourage them from doing so for trivial reasons or for false and unproven accusations. Our laws inflict severe penalties on employers who pursue such allegations and then miss the mark. Ontario employees can take comfort that the law is firmly on your side in this matter.