CCPartners | Blog

Currently filtering blogs by  Human Resources Support Page 11 Clear Filters

Filter Blogs by:

May 9, 2013

The Right to be Reinstated after Maternity/Parental Leave not Guaranteed Under the Canada Labour Code

In a previous post we advised provincial employers how to navigate return-to-work issues under the Employment Standards Act following maternity/par...

Read More

Apr 18, 2013

By Susan Crawford

Why Every Employer Should Use Employment Agreements

As trusted advisors to employers, we are often called upon when a non-union employee is about to be dismissed without cause to give advice on what ...

Read More

Mar 21, 2013

Minister of Labour Re-tables Leave Act

Three New Job-Related Leaves Expected to be Passed in Short Order On March 5, 2013, Bill 21: The Employment Standards Amendment Act (Leaves to Help...

Read More

Mar 14, 2013

Court of Appeal Provides Direction on the Enforceability of Restrictive Covenants

In a recent decision, the Ontario Court of Appeal held that non-competition and non-solicitation covenants were unreasonable and went beyond the sc...

Read More

Feb 21, 2013

Employers Must Accommodate Employees with Family Obligations, Federal Court Rules

In what could prove to be a landmark decision, the Federal Court recently upheld a Canadian Human Rights Tribunal decision which held that the Cana...

Read More

Feb 14, 2013

Pension Fund Crisis in Canada Averted? Supreme Court of Canada Releases Decision in Indalex

Sun Indalex Finance, LLC v. United Steelworkers represents the most recent example of the growing number of clashes over pension security, the resu...

Read More

Jan 31, 2013

By Kelsey Orth

New Accessibility Toolkit Available for Employers Dealing with AODA's Integrated Accessibility Standard

As all employers (should) know, the employment aspects of Ontario’s Integrated Accessibility Standard will start to take effect for large pub...

Read More

Nov 22, 2012

By Kelsey Orth

Tips for your Office Holiday Party

How to Avoid Receiving your "Season's Greetings" on Legal Paper Everyone loves the office holiday party – a chance to relax and share some ti...

Read More

Nov 1, 2012

By Kelsey Orth

Human Rights Tribunal of Ontario finds "Encouragement" to Retire Discriminatory

Recent economic difficulties and an overall corporate focus on “leaner” structures have Human Resources professionals looking more than...

Read More

Oct 25, 2012

By Susan Crawford

We have a workplace harassment complaint against a supervisor. What do we do now?

While no two employers are alike, there are common workplace issues that arise for which the CCP team provides strategic legal advice. We have comp...

Read More

Oct 19, 2012

Supreme Court of Canada Finds Reasonable Expectation of Privacy for Employees on Employer-Issued Technology

In our April 19, 2011 blog we addressed the Ontario Court of Appeal’s decision in R. v. Cole, a decision which provided some guidelines to em...

Read More

Oct 11, 2012

Psychological Health and Safety in the Workplace - a new National Standard

In November 2012, it is expected that CSA Z1003/BNQ9700-803-5, a National Standard in Canada for Psychological Health and Safety in the Workplace, ...

Read More

Oct 4, 2012

HIV in the Workplace: What you should know

Finding out that one of your employees has an HIV-related medical condition or that they are allegedly HIV-positive is likely to be an uneasy exper...

Read More

Sep 27, 2012

By Mike MacLellan

Employer’s Unilateral Change to Bonus Structure can result in Wrongful Dismissal

It should be plain and obvious that an employer has the right to manage its business as it sees fit. That includes managing its employees as it se...

Read More

Sep 13, 2012

By Kelsey Orth

Negative influence leads to liability: Employer liable for LTD decision of insurer

We have previously written about the dangers of mishandling employee benefits in termination situations [view BLOG].  However, a rec...

Read More

Sep 6, 2012

Do employers have a duty to accommodate employees with scent sensitivity?

Scent sensitivity is becoming a growing concern for employers. Employees with scent sensitivity may experience headaches, dizziness, loss of appeti...

Read More

Aug 16, 2012

By Mike MacLellan

Getting Hung-Up on driving with Hand-Held Mobile Devices - Recent Court decision sheds light on when an offence is committed

On June 20, 2012 the Ontario Court of Justice rendered a decision that now defines what constitutes an offence under section 78.1 of Ontario’...

Read More

Aug 9, 2012

AODA Update: Ontario Government recently publishes Integrated Accessibility Standards Guidelines that will impact Ontario Workplaces

The Ontario Government has recently released its “Guide to the Integrated Accessibility Standards Regulations” (“IAS”) in J...

Read More

Jul 12, 2012

Should Employers insist that Employees take time to think before accepting Termination Packages?

The Superior Court of Justice has recently raised the standard to which employers are held when providing departing employees with a termination pa...

Read More

Jun 28, 2012

Court of Appeal Rules that Employees are NOT Required to Mitigate Damages when an Employment Agreement Provides for a Specified Notice Period

It is well established in Ontario that employment agreements are assumed to include a clause providing for reasonable notice to an employee prior t...

Read More



Crawford Chondon & Partners LLP is committed to providing an inclusive workplace that embraces and respects differences.  We support and promote the ongoing development, implementation and maintenance of best practices and strategies to enhance and improve equality, diversity and inclusion within the Firm, in advising clients and in the greater community. Click to learn more about our Diversity and Inclusion 

Main Office Map
24 Queen Street E.

Suite 500
Brampton, ON  L6V 1A3

P: 905.874.9343  TF: 1.877.874.9343
F: 905.874.1384  E:
Barrie Office  Map

132 Commerce Park Drive
Suite 253, Unit K
Barrie, ON L4N 0Z7

P: 705.719.2107 F: 1.866.525.8128


Sudbury Office  Map

10 Elm Street
Suite 603
Sudbury Ontario P3C 5N3

P: 705.805.0174


Privacy | Accessibility | Disclaimer