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LABOUR & EMPLOYMENT LAWYERS
As your business grows, so does the number of employees. With more employees comes the increased risk of labour and employment disputes. Our team of experienced labour and employment lawyers can help you navigate these disputes, whether they be individual or class action lawsuits, wrongful dismissal claims, human rights complaints, or collective bargaining agreements. We also have significant experience with Workplace Safety and Insurance Board claims, as well as appeals to the Ontario Labour Relations Board.
At Geolance, we understand that your business cannot afford to be bogged down in litigation. We will work with you to find the best possible resolution for your case, whether that be through negotiation, mediation, or arbitration. If necessary, we are also prepared to take your case to trial.
Our team of labour and employment lawyers is committed to protecting your business, and we will work tirelessly to resolve your case in a timely and efficient manner. Contact us today to schedule a consultation.
Labour and Employment Law - Canada
The Canadian labour market is regulated by both federal and provincial laws. The Constitution of Canada gives the federal government the power to regulate interprovincial and international trade, while the provinces have jurisdiction over matters such as labour relations and employment standards.
The Canadian Labour Code is the primary piece of federal legislation governing labour relations in Canada. The Code applies to federally regulated businesses, such as banks, telecommunications companies, and transportation companies. The Code sets out the rules for unionization, bargaining, and strikes.
The provinces also have their labour laws. For example, Ontario's Employment Standards Act sets out the minimum standards for wages and working conditions in the province. The Act applies to all businesses in Ontario, regardless of whether they are federally or provincially regulated.
Each province also has its labour relations board, which is responsible for resolving disputes between employers and employees.
Do you have more than 10 employees?
If the answer is yes, then you need Geolance. We are a team of experienced labour and employment lawyers who can help you with any disputes that may arise in your workplace. We have significant experience with Workplace Safety and Insurance Board claims, as well as appeals to the Ontario Labour Relations Board. So whether you’re dealing with an individual or class action lawsuit, wrongful dismissal claim, human rights complaint, or collective bargaining agreement, we can help.
You want to protect your business – and that’s what we do. We understand the importance of keeping your business running smoothly and are here to help you every step of the way. Contact us today for a free consultation to see how we can help you resolve any labour or employment disputes.
Collective bargaining is the process by which unions and employers negotiate the terms of employment, such as wages, hours of work, and working conditions. The collective bargaining process is governed by both federal and provincial labour laws.
Under the Canadian Labour Code, unions have the right to bargain collectively with their employer. This right is subject to certain restrictions, such as the requirement that the union represents a certain percentage of employees in the bargaining unit.
The collective bargaining process typically begins with the union submitting a list of demands to the employer. The employer then responds with a counteroffer. If the two parties cannot reach an agreement, they may enter into mediation or arbitration.
If the union and employer are unable to reach an agreement through collective bargaining, the union may go on strike. A strike is a work stoppage that is taken to pressure the employer to agree to the union's demands.
Arbitration is a process of dispute resolution in which a neutral third party, called an arbitrator, hears both sides of the dispute and makes a decision. The arbitrator's decision is binding on both parties.
Arbitration is typically used when the parties to a dispute are unable to reach an agreement through collective bargaining. The arbitrator will review the evidence and arguments presented by both sides and make a decision based on what is fair and reasonable.
The arbitrator's decision is final and cannot be appealed.
Human rights are the rights that all people have, regardless of their race, religion, sex, or national origin. Human rights are enshrined in the Universal Declaration of Human Rights, which was adopted by the United Nations in 1948.
In Canada, human rights are protected by both federal and provincial laws. The Canadian Human Rights Act is the primary piece of federal legislation governing human rights. The Act prohibits discrimination based on certain protected grounds, such as race, religion, and sex.
The Canadian Charter of Rights and Freedoms is another important piece of legislation governing human rights in Canada. The Charter guarantees the right to equality and freedom from discrimination on the grounds of race, religion, sex, and national origin.
The provinces also have their human rights laws. For example, the Ontario Human Rights Code prohibits discrimination on the grounds of race, sex, and disability.
Employment standards are the minimum standards that employers must meet concerning wages, hours of work, and working conditions. Employment standards are governed by both federal and provincial laws.
The Canadian Labour Code sets out the minimum standards for wages and hours of work for federally regulated businesses. The Code also sets out the rules for overtime pay, vacation pay, and other entitlements.
The provinces also have their employment standards laws. For example, the Ontario Employment Standards Act sets out the minimum standards for wages and hours of work in the province. The Act also sets out the rules for overtime pay, vacation pay, and other entitlements.
Workers' compensation is a system of insurance that provides benefits to workers who are injured at work or who contract an occupational disease. Workers' compensation is governed by both federal and provincial laws.
In Canada, the workers' compensation system is administered by provincial governments. Each province has its own workers' compensation board or commission.
The workers' compensation system is designed to provide benefits to injured workers and their families. Benefits can include medical expenses, income replacement, and death benefits.
Health and Safety
Occupational health and safety are the fields of study that deals with the prevention of workplace injuries, illnesses, and fatalities. Occupational health and safety are governed by both federal and provincial laws.
The Canadian Occupational Safety and Health Regulations are the primary pieces of federal legislation governing occupational health and safety. The Regulations set out the minimum standards for workplace safety in Canada.
The provinces also have their occupational health and safety laws. For example, the Ontario Occupational Health and Safety Act set out the minimum standards for workplace safety in the province.
Labour relations are the field of study that deals with the relationship between employers and employees. Labour relations are governed by both federal and provincial laws.
The Canadian Labour Code is the primary piece of federal legislation governing labour relations. The Code sets out the rules for collective bargaining, strikes, and lockouts.
The provinces also have their labour relations laws. For example, the Ontario Labour Relations Act sets out the rules for collective bargaining, strikes, and lockouts in the province.
A pension is a retirement savings plan that provides an income to a person after they retire. pensions are governed by both federal and provincial laws.
The Pension Benefits Standards Act is the primary piece of federal legislation governing pensions in Canada. The Act sets out the rules for pension plans, such as how much money must be contributed to a plan and how benefits must be paid out.
The provinces also have their pension laws. For example, the Ontario Pension Benefits Act sets out the rules for pension plans in the province.
Privacy is the field of study that deals with the protection of an individual's personal information. Privacy is governed by both federal and provincial laws.
The Personal Information Protection and Electronic Documents Act is the primary piece of federal legislation governing privacy in Canada. The Act sets out the rules for how personal information must be collected, used, and disclosed by organizations.
The provinces also have their privacy laws. For example, the Ontario Personal Health Information Protection Act sets out the rules for how personal health information must be collected, used, and disclosed by organizations in the province.
The Human Rights Code
The Human Rights Code is a provincial law that prohibits discrimination in employment, housing, and other areas of life. The Code sets out the grounds of discrimination and the procedures for filing a human rights complaint.
Many different laws govern the workplace in Canada. These laws are designed to protect workers' rights and promote a safe and healthy work environment.
SEVERANCE PAY LAWYERS IN TORONTO
If you have been recently laid off or terminated from your job, you may be entitled to severance pay. The amount of severance pay you are entitled to depends on several factors, such as the length of your employment and the reason for your termination.
An experienced severance pay lawyer can help you determine if you are entitled to severance pay and, if so, how much you are entitled to.
What is Severance Pay?
Severance pay is a payment made by an employer to an employee when the employee's employment is terminated. Severance pay is intended to help the employee transition to a new job.
An employer is not required to provide severance pay to an employee. However, if an employer does choose to provide severance pay, they must do so by the terms of the employment contract or collective agreement.
What Are the Factors that Determine How Much Severance Pay I am Entitled To?
Several factors determine how much severance pay an employee is entitled to, such as:
The length of the employee's employment;
The employee's age;
The reason for the termination of employment; and
The availability of similar employment.
An experienced severance pay lawyer can help you determine how much severance pay you are entitled to.
What are the Reasons for Termination that Qualify an Employee for Severance Pay?
There are several reasons for termination of employment that may qualify an employee for severance pay. These reasons include:
The discontinuation of a position or workplace;
A reduction in the workforce; and
The end of a fixed-term contract.
An experienced severance pay lawyer can help you determine if the reason for your termination qualifies you for severance pay.
How Do I Get My Severance Pay?
If you are entitled to severance pay, your employer must provide you with a written notice of termination that sets out the amount of severance pay you are entitled to and when you will receive it.
If you do not receive the severance pay you are entitled to, you can file a complaint with the Ministry of Labour.
An experienced severance pay lawyer can help you determine if you are entitled to severance pay and, if so, how much you are entitled to. They can also help you file a complaint with the Ministry of Labour if you do not receive the severance pay you are entitled to.
We start with a universe of over 100 national and regional law firms that have significant labor and employment practices. We then identify the 20 most active in each province based on the number of relevant cases they handle. To be eligible for inclusion, a law firm must have at least four attorneys practicing labor and employment law in the provinces where it is headquartered, as well as at least one labor and employment law attorney. The research team also considers whether a law firm has been involved in many landmark cases or has otherwise made a significant impact on the practice area.
After conducting initial research to identify the most active law firms in each province, our team conducts extensive interviews with labor and employment attorneys at the chosen firms. We ask these lawyers about their career histories, their educational backgrounds, any honors or awards they have received, and which cases they have worked on that they consider the most significant or memorable. We also ask them to describe the day-to-day work they do on behalf of their clients and the typical clients they represent.
Finally, we ask each lawyer to provide us with contact information for at least two references who are familiar with their work. We then use this information to produce province-specific rankings of the leading labor and employment law firms.
The labour and employment lawyers included in these rankings have been selected because they are considered leaders in their field by their peers. This includes lawyers who have been involved in many landmark cases or have otherwise made a significant impact on the practice area. Our team also considers each lawyer's educational background, any honors or awards they have received, and the day-to-day work they do on behalf of their clients.
How Much Does a Labor and Employment Attorney Cost?
The cost of a labor and employment attorney varies depending on the nature of the case, the lawyer's experience, the jurisdiction in which the case will be litigated, and the amount of time required to resolve the case. In most cases, lawyers charge an hourly rate. In some cases, lawyers may charge a flat fee or a contingency fee, which is a percentage of the amount recovered if the lawyer is successful in obtaining a settlement or verdict on behalf of the client.
What Should I Expect From My Labor and Employment Attorney?
You should expect your labor and employment attorney to be knowledgeable about the law and to be able to explain the law to you in a way that you can understand. You should also expect your attorney to be aggressive in advocating for your rights and to be prepared to take your case to trial if necessary. Finally, you should expect your attorney to be honest with you about the strengths and weaknesses of your case and to give you an honest assessment of your chances of success.
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