Services Provided
Wrongful Dismissal & Reasonable Notice
- If your employment has been terminated and your employer has not provided reasonable notice or pay in lieu, or has offered inadequate notice or compensation, you may be entitled to damages. This can include compensation for lost wages, bonuses, benefits, commissions, and other earnings you would have received during the notice period, as well as potential moral, aggravated, or punitive damages if the dismissal was harsh or malicious.
- If you’ve received notice of termination or payment in lieu, it’s important to consult with us to ensure your employer has met their legal obligations. We can help you assess the adequacy of your severance offer, the enforceability of termination clauses in your contract, and the differences between your statutory and common law rights.
- If you’ve been terminated for alleged cause, we’ll fight for your legal entitlements. Just cause allows an employer to dismiss an employee without notice or pay, but the standard for just cause is high. We’ll hold your employer accountable and ensure you receive the full compensation you deserve.
Constructive Dismissal
Employees must understand their rights when an employer presents new terms or conditions of employment. If faced with changes, an employee has three options:
- Accept the new terms, either explicitly or by continuing employment.
- Reject the changes and pursue a claim for constructive dismissal if the employer insists on them.
- Reject the changes without resigning or suing, allowing the employer to either maintain the original terms or terminate employment with notice or pay in lieu.
If the employer’s changes substantially alter the contract or create a toxic work environment, the employee may claim constructive dismissal and seek legal entitlements. Changes to compensation, duties, location, or workplace treatment can all be grounds for constructive dismissal.
If your employment terms have been unilaterally changed, contact us to discuss your options and determine the best course of action.
Health & Safety Reprisals
- The Occupational Health and Safety Act (OHSA) sets out workplace safety responsibilities and protects employees from reprisals when they raise safety concerns or comply with safety regulations.
- Employers cannot discipline, dismiss, or penalize employees for exercising their OHSA rights. If an employee faces adverse consequences after acting in compliance with the OHSA, the employer must prove the actions are unrelated.
- Employees subjected to reprisals are entitled to remedies, including reinstatement with compensation, lost wages, and damages for emotional distress.
- If you've faced retaliation for exercising OHSA rights, contact us for help in assessing your options and pursuing legal action.
Employment Standards Reprisals
The Employment Standards Act (ESA) sets minimum standards for employers in Ontario. Employers cannot intimidate, dismiss, or penalize employees for:
- Requesting compliance with the Act
- Inquiring about their rights
- Filing a complaint with the Ministry of Labour
- Exercising a right under the Act
- Disclosing wage rates for equal pay inquiries
- Taking or planning to take a leave of absence
- Communicating with an employment standards officer or participating in an ESA proceeding
Employees facing reprisals are entitled to remedies, including reinstatement, compensation for lost wages (e.g., overtime, termination pay), expenses related to finding new work, damages for rights violations, and emotional distress.
If you've faced retaliation for exercising ESA rights, contact us to discuss your options and pursue legal action.
Human Rights
- The Ontario Human Rights Code prohibits workplace discrimination and harassment based on race, ancestry, gender, age, disability, and other protected grounds. It also covers constructive discrimination, where non-discriminatory factors result in exclusion or preference for certain groups.
- Employers must accommodate employees up to the point of undue hardship, considering factors like costs and safety. Discrimination or harassment can occur at any stage of employment, by the employer, supervisors, co-workers, or customers.
- If you've experienced discrimination or harassment, contact us to review your legal rights under the Code and explore your options for enforcement, including through the Human Rights Tribunal or the Ontario Courts.
Employment Contracts
Employment contracts can be straightforward or complex, and understanding their impact on your rights is crucial for new hires, those considering leaving, or employees facing termination.
Our services are also tailored for small businesses, include legal advice on new or existing contracts, reviewing contractual terms, and negotiating with employers. Contact us for assistance with any employment contract concerns.
Notary Public Services
Our notary services provide reliable, professional assistance for notarizing a wide range of documents-. We ensure that your documents are legally certified and comply with all necessary requirements. Common documents we notarize include:
- Wills and Trusts
- Power of Attorney
- Real Estate Documents
- Affidavits
- Prenuptial Agreements
- Deeds of Gift
- Contracts and Agreements
- Loan Documents
- Authorization for Minors to Travel
- Corporate Documents
Whether you need a notary for personal or business purposes, we are here to help ensure your documents are properly notarized.
Call us for a free Quote at 647-239-8439