April 16

GoodLife Agrees to Pay $7.5M in Unpaid Wages to its Employees in Settlement, Toronto Employment Lawyer

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request   Recently, GoodLife Fitness Centres Inc. (“GoodLife”) reached a $7.5 million settlement through mediation with its current and former non-management employees. The settlement includes payment for preparation and administrative work, overtime at time-and-a-half instead of straight time, and implementing.

April 10

When Working Notice Is Not Actual Notice, Toronto Employment Lawyer

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Employees who are terminated without cause are entitled to a form of termination pay called notice of termination. Notice of termination is meant to provide employees with enough time (or “reasonable notice”) to find a similar job. Without a.

March 16

“You Can’t Fire Me, I Quit!” If you Resign During your Notice Period You Can Still Get Severance, Toronto Employment Lawyer

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request In general, when an employee quits their job they are not entitled to termination or severance pay. But, what happens if an employee resigns after receiving notice of their termination? Are they still entitled to anything? In most cases,.

February 23

Special Rules for Mass Terminations, Toronto Employment Lawyer

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request News of multinational retailers closing establishments across Canada has made headlines in recent years.  Indeed, it is sometimes necessary for organizations to restructure their operations to remain competitive, which can often result in many employees within a company being.

February 2

Job Abandonment, Toronto Employment Lawyer

Call us for a FREE 30 minute phone consultation at 416-907-9249 or submit a callback request Job abandonment is a defence employers attempt to use to refute allegations of wrongful dismissal. The circumstances that give rise to this often relate to an employees’ inability to return to work due to harassment in the workplace, a.

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