In Currie v. Nylene Canada Inc., 2021 ONSC 1922, Ontario’s Superior Court held that “exceptional circumstances” existed to justify making an award that exceeded the 24-month “high end” amount of reasonable notice for long-term employees.
A recent Human Rights Tribunal of Ontario decision provides a roadmap for how employers should determine whether they are required to accommodate employees and customers who seek exemptions from the City of Toronto’s mask-wearing requirement.
With COVID-19 cases and hospitalizations rising in Ontario at a concerning pace due to the rapid transmission of new variants, on April 1, 2021, the province filed Ontario Regulation 240/21, imposing an “emergency brake” across the province.
Easing out of hibernation this year, we divert attention from harrowing events purely on the domestic front by shining a light on odd employment and legal stories worldwide, plus Alabama.
With over half the adult population having now received their first vaccine, many employers will be wondering how they can use the vaccine rollout to get employees back into workplaces.
In the first case of its kind, the High Court of England & Wales has considered the limits on the extraterritorial reach of the European Data Protection Regulation (GDPR).
In Czerniawski v. Corma Inc., 2021 ONSC 1514, the Ontario Superior Court of Justice concluded that a long-term employee’s misconduct did not justify dismissal for cause without notice. The court awarded 19 months’ common law reasonable notice.
