Monkhouse Law

In today’s economic climate, the statement “I left a secure, well-paid job based on their assurances” is becoming more and more of a common experience […]

In the case of Huber v. Way, 2014 ONSC 4426 (CanLII), the Plaintiff was awarded $134,994.40 in damages and $150,000.00 in costs due in part

Unauthorized Layoffs and Notice Periods The Employment Standards Act, 2000 (ESA) does not authorize a layoff in the absence of a contractual provision. In other

Corporate acquisitions are becoming more commonplace within the marketplace as small businesses and startup companies develop. Whether it is due to growing success in the

When an employee intends to quit, he or she usually begins the resignation process by submitting a letter of resignation to his or her manager.

An improper end to the employment relationship can have long-lasting effects on an employee’s future employment, or on the employer’s reputation. In this post, we

In certain circumstances, employers try to limit their employee’s ability to work at competing businesses, especially when employees are involved in a sales or business

Employers have a duty to ensure their employees are free from harassment, and inappropriate behaviour in the workplace. Failure to do so may expose the

Ending any type of relationship is generally difficult, but as our employment is often central to our identity ending an employer-employee relationship can cause greater

As an employee in Ontario, there are specific deductions that employees are supposed to see coming off their paycheque that their employer is required to

Human rights legislation prohibits discrimination on the grounds of race, religion, sex, ethnic origin, disability, age, marital status and family status. What employer’s may not

Love in the workplace is a hot button topic. It is often splashed across the front page of the newspapers, the captivating scandal in television

Employees who leave their employment typically fall under two categories: Employees who quit, and employees who have been terminated. What if an employee had to

No Inherent Right to Temporary Layoffs A layoff, even if intended to be temporary, generally results in a constructive dismissal if it is not allowed

In a wrongful dismissal matter, there is an obligation on a terminated employee to mitigate his or her damages. This effectively means that a terminated

Health Canada estimates that over the next 10 years, 450,000 Canadians will turn to use legal medical marijuana. As the popularity of medical marijuana continues

There is a new trend in the workplace which has seen an increase in the number of people being termed “contractors”. As a result of

In a policy position paper on gender-specific dress codes, released on March 8 by the Ontario Human Rights Commission (OHRC), the OHRC sought to put

Statutory entitlements after the expiry of limitation – you can receive entitlements more than two years after they become payable. Many employees are wrongfully led

When most individuals think of the Employment Standards Act, 2000 and its purpose, they think “employee protection”. However, the ESA Regulations exclude certain occupations from

Discrimination on the basis of disability is one of the more severe forms of discrimination, particularly in the workplace, considering that a termination can further

Working notice is typically a less popular topic of discussion in employment law given the concerns related to providing working notice over pay in lieu

In accordance with section 54 of the Employment Standards Act, 2000, employees employed continuously for three (3) months or more must be provided with statutory