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inducement from prior secure employment

By Rudner Law, Employment / HR Law & Mediation | 4 Minutes Read December 5, 2014

Avoiding common employment law misconceptions

Small to midsize employers, many HR professionals, and many lawyers proceed based upon completely inaccurate understandings of how employment law works. While there are many examples of this, there are three that I see regularly in my practice:

  1. the myth that the severance entitlement in Canada is one month per year, regardless of other factors such as age or position;
  2. the belief that every employee is automatically subject to a probationary period; and
  3. the belief that when there is a shortage of work, employers automatically have the right to lay employees off temporarily.

As counsel, part of our job is to ensure that both employers and employees understand their rights and obligations. In many cases, employers break the law not out of a desire to shortchange their employee, but simply due to a misunderstanding. Sadly, in many of those cases, the employee in question does not know any better and … Continue reading “Avoiding common employment law misconceptions”

Article by Rudner Law, Employment / HR Law & Mediation / Employee Relations, Employment Standards, Human Rights, Payroll, Union Relations / 'rule of thumb, 2000, Bardal Factors, common law, constructive dismissal, employment law, employment standards act, Employment Standards legislation, HR professionals, inducement from prior secure employment, Notice of termination, probationary period, reasonable notice, right to lay employees off temporarily, Small to midsize employers, temporary layoff

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