Articles and Notes
Throughout much of the last decade, the provincial government frequently made headlines with their push to protect Ontario employees from workplace violence, harassment, and sexual
In Iriotakis v. Peninsula Employment Services Limited (2021 ONSC 998), the Court provided guidance on calculating reasonable notice periods for employment terminations during the pandemic. The
The highest court of Canada has spoken; Employers across Ontario must immediately review and revise the termination provisions in their existing employment contracts. The Supreme
On January 28, 2021, the Ontario Superior Court, issued a decision recognizing a new tort of internet harassment, Caplan v. Atas, 2021 ONSC 670. This
In early 2018, Bill 148, the Fair Workplaces, Better Jobs Act, 2017, introduced a variety of new protections for workers in Ontario. However, on November
Fixed-term employment contracts are very common in today’s workplace. Employers typically use them for a variety of reasons: to cover employee leaves of absence, or
Employers have duties under various pieces of legislation including the Occupational Health and Safety Act to ensure their workplaces are safe. Failing to take the
“What’s on your mind?” If you’re one of the 1.13 billion Facebook users in the world, you were asked this question today when logging on
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Dear Clients and Visitors,
At Pavey, Law LLP the health, safety and wellbeing of our employees, clients, contacts, and colleagues is foremost in our minds as we continue to closely monitor the COVID-19 outbreak.
To do our part to reduce the risk of, we have adjusted our business operations by implementing the following protocols:
The firm has limited client meetings to urgent matters only and moved to teleconferencing where appropriate. Clients will be contacted directly to make alternative meeting arrangements or to reschedule.
If you are attending our office for an urgent meeting and/or delivery, no client or visitor shall be permitted into our office, if:
Should the outbreak result in a full office closure, we have a contingency plan to implement remote work capabilities and have the technology to ensure our accounting systems and data are available and secure. By modifying our operations and working remotely, our lawyers and staff will continue to be responsive to your legal and business needs.
Limited access into our Reception will be permitted to exchange documents and to accept deliveries and payments.
PLEASE CONTACT US AT 519-621-7260 SHOULD YOU NEED ASSISTANCE WITH ACCESSING OUR RECEPTION.
We wish everyone well as we collectively navigate this global health challenge.
Pavey Law LLP