Monkhouse Law

CIBC’s recent study found that work quality is at an all-time low in Canada. This means more people have precarious jobs, are forced into self-employment […]

Many individuals are familiar with the implications of failing to identify and address mental health issues in the workplace. However, on March 24, 2015, the

This case illustrates that even predominately female workplaces are insensitive to pregnancy, maternity and human rights. In the second installment of our four-part series on

The MOL Claim Process and “Bill 18” Recently, there has been an upsurge in online posts and publications centering on why employees should utilize the

A change in your employee status (full-time or part-time) impacts your notice period entitlement. Full Time and Part Time: How Status Effects Notice Period Calculation

Deloitte Class Action Monkhouse Law​ is proud to be representing Shireen Sondhi in her Class Action against ATD/Deloitte as the proposed representative Plaintiff for all

“Double your chances: Actions Against Employer, Insurance Company Save Disabled Employees Money, Increase Awards, Reduce Risk” Advantages to Suing Your Insurance Company and Employer in

LTD Benefits and Damages: Defining “Reasonable”: 4.5 million dollar punitive damages award When venturing into the disability benefits area of law, what is “reasonable” in

This blog post will be the first in a 4-part monthly series on pregnancy, maternity leave and discrimination. This is a long-standing issue within the

The expansion of entitlements in the disability benefits area of employment law has been major as of late. It all started with Brito v. Canac

In the area of wrongful dismissals, it’s no secret that a termination “with cause” is a high threshold to meet. Yet, despite this, there are

Many companies have “No Call, No Show” procedures. And many companies, naturally, expect employees to show up for their scheduled timeslots. But should companies be

Obesity an Illness Deserving of Protection Against Discrimination? European court says “Yes” In the near future, Canadian human rights legislation may see “weight” as a

While most of the Ontario workforce provides employees with pay for statutory holidays, at times employers make an employment law faux-pas in improperly handling religious

If your employer offers you a new job after you have been laid off, are you required to mitigate by taking it? This weeks’ blog

When you think of a substance dependency as a disability, you typically think of alcoholism or mood-altering drugs. However, the idea that dependency on cigarettes

Everyone has heard of “bring your pet to work day” but are there any cases where employers are required to allow an employee to have

Despite employment being a major part of our lives, many individuals are unaware of what they are entitled to upon termination without cause. Perhaps the

Typically, when analyzing contractual language in order to determine its proper meaning, the ‘correct’ interpretation is based on the parties’ intentions at the time of

Typically, an employee who has been terminated or laid off has not left the employment relationship on the best of terms. While an employer may

A misconception regarding the Human Rights Tribunal (the “HRTO”) is that its only function is to hear human rights issues. While human rights issues should

In most wrongful dismissal matters, the question of whether the Employment Standards Act, 2000 or the Canada Labour Code (R.S.C., 1985, c. L-2)., in the

Getting fired can be hard enough for job seekers in today’s economy. But what happens when your employer goes ‘above and beyond’ and makes serious

While many believe that those who are temporarily unemployed are better off and able to relax in fact nothing is further from the truth. People