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What Happens to my Stock Options if I am Terminated?

February 7, 2020 Tags: Blog, Employment, Stock Options

Over the past few decades the Courts in Ontario have developed a significant amount of jurisprudence regarding an employee’s entitlements to various forms of compensation upon termination, including health benefits, commissions, bonuses, and pension plans. It is well established in the law that an employee is entitled to their total compensation for the duration of […]

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Sale of a Business, New Employment Contract, Resignation: What Impacts Years of Service when Calculating Termination Notice and Severance?

January 16, 2020 Tags: Blog, Employment, Resignation, Sale of Business

Ariss v NORR Limited Architects & Engineers, 2019 ONCA 449 is recent decision of the Ontario Court of Appeal regarding the effect a sale of a business and numerous employment contracts have on an employee’s years of service for the purpose of calculating the notice period at termination of employment. Ariss, the plaintiff, was a […]

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What Can Happen if I Resign from my Job and Change My Mind?

January 10, 2020 Tags: Blog, Employment, Resignation

Last year, the Ontario Court of Appeal ruled on the issue of a dismissed employee’s length of service for the purpose of calculating reasonable notice in a situation where that employee signed several successive employment contracts with her employer over the course of nearly 20 years of employment.  The case of Theberge-Lindsay v. 3395022 Canada […]

Failure to Investigate Workplace Harassment Complaint may Lead to Aggravated Damages

January 3, 2020 Tags: Blog, Employment, Health and Safety

Employers in Ontario have numerous obligations when it comes to establishing and maintaining a safe and healthy workplace. These concurrent obligations flow from a variety of sources: Ontario’s Human Rights Code, Ontario’s Occupational Health and Safety Act (OHSA), and the common law. Throughout these Acts and laws, employers have certain obligations and one such obligation is […]

Aggravated and Punitive Damages for Termination of Employment

December 20, 2019 Tags: Blog, Civil Litigation, Employment, Just Cause Termination

In most wrongful dismissal cases, while the Courts recognize that termination has a significant impact on an employee’s well-being, employers are permitted to terminate employees without attracting aggravated or punitive damages. However, employees may be entitled to these additional damages where the employer engages in misconduct or bad faith during the termination process. Ruston v. […]

Am I Entitled to Severance Pay at Termination of Employment in Ontario?

December 13, 2019 Tags: Blog, Employment

Recently the Ontario Labour Relations Board clarified section 64 of the Employment Standards Act, 2000 (“ESA”). This section provides authority for when an employee is entitled to severance pay upon termination. The applicable section reads as follows: Entitlement to severance pay 64 (1) An employer who severs an employment relationship with an employee shall pay severance […]

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  • Am I entitled to termination pay if I am fired for cause?
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  • Non-competition Agreements Restricted under the Employment Standards Act
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  • Am I entitled to Severance Pay? Update to law of Severance

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    • I had the pleasure of working with Andrew & his team and I could not be more thankful for having them represent me during a very trying time. They were very knowledgeable and helped guide me thru the entire process. Going thru any legal issue can be very emotionally draining but knowing I had Andrew on my side def helped ease my anxiety. In the end, Andrew was able to win my dispute and I owe it all to his attention to detail and wealth of knowledge.

      Charlene De Silva

    • Robert Tarantino and his associates at Wray Legal handled my case against my former employer with compassion, ethically sound expert advice in plain language and professional courtesy during my termination process, a stressful event in any working person's life. I was presented with all potential courses of action during my initial meeting prior to making a decision to retain services, and was treated with respect and dignity every step of the way. Wray Legal was able to mediate an acceptable settlement without having to proceed with a formal human rights violation compliant at the Ontario Human Rights Tribunal. Thank you Robert, Andrew and Samantha.

      Ian G.

    • We contracted with Robert Tarantino of Wray Legal to do a respectful workplaces presentation to our organization. This was part of a follow up to a StressAssess.ca survey we had done with all of our staff. Robert’s presentation included: Introduction; Overview – Why ‘Respectful Workplaces’ is an Important Topic; What is a Respectful Workplace?; Occupational Health and Safety Act – workplace harassment; Human Rights Code – discrimination in employment; Fostering a Healthy and Respectful Workplace; and Q & A – Discussion. The presentation was extremely well done, very engaging and included excellent examples. Robert did an excellent job and I would highly recommend his services.

      Michael Roche

      CEO, Occupational Health Clinics for Ontario Workers

    • I am grateful to have worked with Andrew Wray on a Third Party Claim that was filed against me. While we arrived at a very amicable conclusion, it was a rather complex route to get there. Andrew was extremely patient with both me and the other party. His legal advice was insightful and he always acted in an extremely professional manner. I asked a lot of questions regarding law and process and Andrew always took the time to ensure that I was comfortable with both. I really had the feeling that he was actually working for me and looking out for my best interests. I would have no reservations about contacting Andrew again for help, nor would I have any reservations in recommending him to a friend or colleague. Many thanks!!

      KM

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      Jamie S.

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