Minken Employment Lawyers
145 Main Street Unionville L3R 2G7 Markham, ON, Canada

#Employertip It’s important to provide employees with the necessary information regarding COVID-19 that will help protect their health and safety. However, do not overload employees with such communications, as this can become overwhelming and nerve-racking.

Are you familiar with the employment standards act? Ensuring that you know your rights as an employee can save you a world of problems when leaving a workplace. Click on the link below to give yourself a refresher on the ESA (employment standards act). https://bit.ly/3nTZ3bN

What better way to welcome Spring than with a fresh new look! Let us know what you think of our brand new logo design and colours! We can't wait to roll this out starting in April. #MinkenEmploymentLawyers #newlogo #newbranding #employmentlawyers #sneakpeek

We are so appreciative when clients share kind words about our services. Thank you!

Do you need some expert legal advice before signing an employment contract? Get in touch with our team today! Our combined 30 years of experience in employment law ensures our clients' security when starting with a new employer. Visit our website today to book a consultation. https://bit.ly/2mSvOM2

The COVID-19 pandemic has forever changed the way many businesses operate. Employers have always had a moral and legal responsibility to protect employees from on-the-job hazards, but now this also includes protecting them from exposure to the virus and making accommodations when necessary. Continue reading our blog on How COVID-19 Has Shifted Employer Responsibilities by clicking on the link below. https://bit.ly/39cLTlj

If an employee leaves an employer in pursuit of another job opportunity, and then wants to return to their previous job down the line, should the employer rehire them? What are the benefits or potential drawbacks of reconsidering them for a job? Check out this article to learn some of the answers to this question. https://bit.ly/3jdIqXo

The right to disconnect refers to employees’ ability to fully break from work and not engage in work-related communications outside of work hours. The days of clocking out at five o’clock are long gone. With virtually everyone owning some kind of Smartphone and finding it difficult to put them down employers and employees alike are rarely ever truly off-duty anymore. Employees feel obliged to respond to emails from their bosses at all hours. At the same time, many have ...become concerned about the lack of work/life balance, and more and more Canadians are becoming aware of and sensitive to the mental health repercussions of never being able to fully break from work. This issue has become especially amplified with many employees working from home due to the pandemic. Do employees truly have the right to disconnect? Read our blog to find out https://bit.ly/3ai0gCs

Have you been wrongfully dismissed? Get in touch with one of our employment lawyers today to book a consultation. Know your rights. Call us at 905-477-7011 or email us at [email protected]

How can you know if you are protected against unjust dismissal? Those entitled to protection are all employees (excluding managers) who have completed at least 12 consecutive months of continuous employment with the same employer and who are not covered by a collective agreement. Continue reading about your rights as an employee in the article below. https://bit.ly/31b4Twa

Check out HR Reporter's interview with our very own Ron Minken on five legal questions around diversity and inclusion at work https://bit.ly/3kM7cxg

Even though many employees are still working remotely, it is important for employers to keep corporate culture alive. This could include virtual happy hour, book clubs, or virtual coffee chats.

Most employment agreements contain restrictive covenants, such as a non-competition or non-solicitation clauses. However, it is very unusual for an employer to seek to enforce these provisions by way of an injunction, likely in part due to the high threshold an employer must meet in order to obtain one. Read our recent article Stress-Crete Limited v. Harriman: Ontario court weighs in on restrictive covenants | Minken Employment Lawyers - https://bit.ly/3nE1sXZ

Employers do not need to have a ‘reason’ for termination unless the employer is alleging cause. But what exactly is cause, and what are employers' responsibilities in the whole termination process? Download our free guide to find out. https://bit.ly/387TiRd

Employers in Ontario have an obligation to ensure their employees are not subject to discrimination or human rights violations in the workplace; this obligation can include providing accommodation to employees based on needs related to their age, disability, religion, or other ‘protected grounds’. Download our free guide to learn more about employers' obligations and employees' rights regarding workplace accommodation. https://bit.ly/2S9oo3K

8 Simple Ways to Reduce Employee Anxiety. The battle against anxiety in the workplace is one we desperately need to fight; these simple techniques will give managers the upper hand | Inc.com - https://bit.ly/3cJLd7t

In times of uncertainty, managers need to focus on their employees. Here's 6 things you need to do as a manager during Covid-19 | Inc.com - https://bit.ly/36JlARA

Our legal team has decades of experience working with employees and employers on subject matters including: Employment Contracts, Employment Dismissals / Terminations, Notice for Terminated Employees, and Workplace Issues. With our extensive knowledge in Canadian employment law, we secure effective and expedient resolutions for our clients. If you're in need of legal advice, Call us at 905-477-7011 or email us at [email protected]

With the economy continuing to open and people returning to work, questions arise about travelling for business and pleasure. Read this article to learn commonly asked questions about permitting employee travel during the pandemic. https://www.hrreporter.com//5-key-questions-on-empl/333485

A couple of weeks ago, we thought employers would be scrambling to recall their employees back to work as the emergency protections introduced in June through Ontario Regulation 228/20 were set to expire in early September. Right in the nick of time, however, the Ontario government announced that it was extending these protections until January 2, 2021. This should come as a great relief for employers and employees alike, as COVID-19 seems to be entering a second wave. Find out more on our recent blog post here - https://bit.ly/2G7ditx

Due to a significant decision recently released by the Ontario Court of Appeal, your employment contracts will likely need to be re-drafted. Read our blog to learn more - https://bit.ly/2X0pnWI

Tip for Employers: Take record of all employees and customers that enter your office every day. This way, if health concerns arise, you can easily retrace steps and contact everyone who may have come in contact with the health compromised individual.

Last year, the Ontario Superior Court of Justice was asked to revisit the doctrine of frustration of contract in order to clarify its scope. What was their final conclusion, and what does this mean for employers and employees? Read our blog to find out - https://bit.ly/3ew4ys8

While the leaves are changing colours, so are back to work protocols for many businesses. If you need help to ensure that your business is following the seemingly everchanging COVID-19 laws and regulations, we are here to help! Feel free to set up a consultation with us. Call us at 905-477-7011 or email us at [email protected]

As the economy reopens, employers are adapting their workplace environments and procedures to ensure employees can return to work with their health and safety a priority. But with increasing claims of discrimination against COVID-19 survivors, how can employers ensure that employees will take a proactive approach to reporting their symptoms and risks? Read this article to find out - https://bit.ly/32zBgFj

In the past few months, we've witnessed unprecedented changes to employment circumstances; whether it be working from home, safety precautions in the workplace, and even the nature of the work being performed. With all this agility, it's important for employers to understand their legal obligations to accommodate their employees based on age, disability, religion, and other 'protected grounds'. To learn more, download our free guide - https://bit.ly/2CY0RyM

Often, employers and employees find themselves in the midst of an employment dispute that is complex and difficult to resolve. We work with our clients to strategize employment solutions that prevent litigation, limit liability, save costs and secure the greatest entitlements. If you are an employer or employee who is seeking legal guidance, don't hesitate to get in touch. Call us at 905-477-7011 or email us at [email protected]

Tip for Employers: Use sign boards that clearly communicate your office protocols to employees and customers. This can include signs at the entrance of the office that indicate mandatory face covering upon entry, or signs that indicate where to stand to stay 2 meters apart from others in the office.

What is frustration of contract? Do employers have the obligation to accommodate employees in the case of frustration of contract? Read our blog to find out - https://bit.ly/3fwjAys

#Repost TD Niagara Jazz Festival Our first LIVE MUSIC event with a small audience is fast approaching! Join us for HUNGRY 4 HAMMOND Part 1 this Saturday, September 12! Tickets are still available, but you can also enjoy all the fun and excitement from the comfort of your own home with our Livestreamed edition of HUNGRY 4 HAMMOND. Head over to our Facebook or YouTube channel at 6:00 PM to catch our broadcast.... We are partnering with @TheGranthamHouse.ca in St. Catharines and @thefortypublichouse in Grimsby to offer the HUNGRY 4 HAMMOND Dine At Home menu! Visit our website and explore these special take-out menus to pair our musical performances with great local cuisine. www.niagarajazzfestival.com/hungry-for-hammond-dine-at-hom/ Be sure to mention the promo code H4H or mention HUNGRY 4 HAMMOND when ordering your meal.

While working from home has become the new normal in these unprecedented times, as an employee it's important to understand your rights and obligations, and to communicate your expectations to employers to avoid employment disputes. Read this article to learn some tips and tricks for optimizing your remote work experience - https://bit.ly/2DeQwyb

It's officially back to school season which means back to work for many employees. The nature of employment has changed drastically for many businesses as they learn to balance government regulations with the health and safety of employees. If you are an employer who needs help navigating the next steps of your business, feel free to set up a consultation with us. Call us at 905-477-7011 or email us at [email protected]

One of the most significant cases decided in Ontario last year was Cormier v. 1772887 Ontario Limited (St. Joseph Communications), in which the Superior Court and Court of Appeal considered the wrongful dismissal claim of a contractor who later became an employee. By confirming that the time spent as dependent contractor is a relevant factor in calculating reasonable notice, this Court’s decision opened the door to an equal entitlement for independent contractors. To read more, check out our recent blog post here - https://bit.ly/3h9LAZG

Happy Labour Day! We hope you enjoy your long weekend and the last of the summer before back to school season begins!

Employers in Ontario should have a plan and a policy in place for employees’ sick leave, especially with the new balance of back to work orders and COVID-19 health precautions. Download our free employer's guide to learn about your responsibilities for keeping the workplace safe and employees healthy - https://bit.ly/2XEQ6ry

In a recent CNBC survey, 52% of companies said they expect at least half of their employees to return to work in person by the start of September. But what precautions should employers take? And do employees have alternatives if they don't feel ready to return to the workplace? Read this article to learn more on this subject. Please note that while this article is written for US businesses much of the information on the principles used in deciding your steps are very much the same in Canada - https://bit.ly/2D4SilV Whether you are an employee requested to come back to your workplace or an employer who needs help navigating the recalling of your employees to return to working on site, please contact us to set up a consultation with one of our employment lawyers. Call us at 905-477-7011 or email us at [email protected]

The summer may be coming to an end, but people are trying to take advantage of the last few weeks of warm weather. With many businesses reopening their doors, employers may find it difficult to enforce a professional, yet weather appropriate dress code in the office. What are your employees’ rights when it comes to how they dress? Read our blog to learn some of the Do's and Don'ts of office fashion - https://bit.ly/2Eu71a9