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Vey Willetts LLP

About Vey Willetts LLP

Vey Willetts LLP is an Ottawa-based workplace law firm, serving individuals and employers across Eastern Ontario. They recognize that operating a business is complex and maintaining an efficient and legally-compliant workplace is a continuous challenge. The firm helps simplify legal workplace obligations so that employers can focus on what matters: their business. Learn more about Vey Willetts LLP by contacting Andrew Vey, or Paul Willetts or by visiting the firm’s website.

By Vey Willetts LLP | 3 Minutes Read January 13, 2023

Equity compensation and effective communication of adverse terms

Does your organization provide equity compensation to employees? Stock options, restricted stock units, stock purchase plans, and performance shares are just some of the possibilities. Whatever the form, equity compensation has grown increasingly popular. This fact has also spurred greater employment litigation concerning equity entitlements.

Article by Vey Willetts LLP / Employment Standards, Payroll / effective communication, employment contracts, employment law, equity compensation, performance shares, stock purchase plans, termination, Termination clause, termination clauses in employment contracts Leave a Comment

By Vey Willetts LLP | 4 Minutes Read December 16, 2022

When is forty minutes too much?

Ontario employees who lose their job are required to take reasonable steps to replace their lost income. Severance is intended to bridge the gap while an individual is out of work, and there is a legal requirement that, where possible, a person take all reasonable steps to stem the flow of their losses.

Article by Vey Willetts LLP / Employment Standards, Payroll / constructive dismissal, employment law, failure to mitigate, re-employment, termination Leave a Comment

By Vey Willetts LLP | 3 Minutes Read November 18, 2022

Process matters: understanding the procedural duty to accommodate

What is sometimes forgotten is that the duty to accommodate has both procedural and substantive aspects. This means that it is not enough for an employer to arrive at the right result. The process in getting there is just as important.

Article by Vey Willetts LLP / Human Rights / disabilities, discrimination, duty to accommodate, employment law, procedural duty to accommodate, termination, wrongful dismissal Leave a Comment

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