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Rudner Law, Employment / HR Law & Mediation

About Rudner Law, Employment / HR Law & Mediation

Rudner Law is a Canadian Employment Law firm. They provide clients with strategic advice regarding all aspects of the employment relationship, negotiate and advocate on their behalf, and represent them before courts, mediators, and tribunals. Blog posts are written by Stuart Rudner, the founder and Managing Partner at Rudner Law, Brittany Taylor, Partner, Nadia Zaman, Associate, and Geoffrey Lowe, Associate.

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read March 3, 2023

Twenty-four months’ notice in the absence of exceptional circumstances

notice periodThe law with respect to notice periods at common law seems pretty simple: the maximum is 24 months in the absence of “exceptional circumstances”.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards / common law notice, employment law, exceptional circumstances, notice period, reasonable notice, termination, termination notice Leave a Comment

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read February 3, 2023

Time theft: Employee ordered to repay employer

Recently, an accountant was ordered to repay her employer for engaging in time theft. In Besse v Reach CPA Inc., the employer submitted evidence via time-tracking software proving that the employee had engaged in time theft while working remotely.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards, Payroll / electronic monitoring, employment contract, employment law, empployee misconduct, Severance pay, termination, termination with cause, time theft Leave a Comment

By Rudner Law, Employment / HR Law & Mediation | 3 Minutes Read January 6, 2023

Court provides clarity on fixed term contracts

force mejeureSometimes, the law works in a way that can make an employment lawyer’s job seem like magic. An ironclad employment agreement can suddenly disappear when the correct language is identified as being in it. Or a series of fixed term contracts, each of which entitles the employee to a nominal amount on dismissal? These can sometimes be negated by showing that the employee was actually on an indefinite term contract under the guise of fixed term ones. Then, the employee is entitled to reasonable notice of their dismissal.

Article by Rudner Law, Employment / HR Law & Mediation / Employment Standards, Payroll / Dismissal, employment agreement, employment law, fixed term contracts, reasonable notice, Severance pay, termination Leave a Comment

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