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Can Professional Associations Mandate Their Members’ Speech?
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April 2020

Can Professional Associations Mandate Their Members’ Speech?

By Employment Law

Most professionals like engineers, doctors, pharmacists and lawyers are governed by professional associations. These professional associations actively engage in regulating their respective licensees to ensure a minimum level of competency with a view to protecting the public interest. Associations are also empowered to protect members of the public by maintaining the capacity to discipline and sanction their members. For instance, the Law Society of Ontario regulates the more than 50,000 lawyers who practice in the province and can investigate and sanction lawyers who have been found to violate the Society’s Rules of Professional Conduct or its By-Laws. Accordingly, these professional…

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The Gig-Economy, Inter jurisdictional Working Arrangements, and the Choice of Law

By Employment Law

One of the emerging trends in Canadian workplaces is the increasing number of flexible working arrangements. The rise of online services, and gig-economy apps like Uber and Doordash, has afforded many Canadians the ability to set their own hours. These work arrangements occur through independent contracting agreements that are either national or international in scope. For example, an Ontario corporation could enter into an exclusive distributor agreement with a British Columbia resident while an Alberta resident could enter into a service agreement with a California tech company. These inter-provincial and international arrangements create their own unique legal challenges, especially since…

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What Happens When Just Cause for Termination Is Discovered After an Employee Has Already Been Dismissed?

By Employment Law

Whether someone is terminated with or without just cause can have significant financial implications. Where an employer correctly terminates an employee for just cause, it is not required to provide the employee with any notice of termination or payment in lieu thereof, unlike where the dismissal is without cause. However, the employer does not necessarily have to get it right at the time that the dismissal is communicated to the employee. After-acquired cause refers to just cause for termination that is discovered after an employee has already been dismissed. Although it gives employers some room for error at the time…

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“Consideration” and Employment Law – How Archaic Legal Principles are Still Relevant to Very Modern Legal Problems

By Employment Law

An employment contract is the central document that binds both parties, by setting out their legal obligations and responsibilities. When a dispute arises, a judge analyzes the contract to try and determine what the parties agreed to. A contract of employment can exist between parties, even if it has not been reduced to writing. After-all, if the employee is performing work, and the employer is paying for the work, there is an agreement between the parties. Employment relationships that are not reduced to writing are often more favourable to the employee, especially because in most cases, a written contract serves…

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Is Your Employer Allowed to Lay You Off?

By Employment Law

Employers lay off their employees for a variety of reasons. Whether it be due to lack of work, financial issues, or some other reason, the impact is still the same for employees – loss of work. However, many people do not know whether they can do anything in response to being laid off. This post will outline some of the basic principles relating to layoffs and how employees can respond. What Is a Layoff? Many people believe that a layoff is the same thing as a termination. This is not the case – a layoff refers to an employer reducing…

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