Emoji constitutes agreement to binding contract
CBC News recently reported on a groundbreaking legal case in Saskatchewan, where a judge recognized the use of emojis to “sign” a contract. While this decision stemmed from a grain buyer dispute, it has the potential to impact employment law.
Legal Matters Interviews Swann Law
Should you sue for disability benefits or seek accommodation? Swann Law and Leanne Goldstein, Disability Lawyer, share their insights in an attempt to eliminate the confusion Read their interview with Legal Matters here
TDSB launches probe into employee suicide
The suicide of a former high school principal who claimed his reputation was “systematically demolished” by harassment he experienced during an anti-racism training session is a reminder to employers of their obligation to investigate allegations of wrongdoing thoroughly.
Terminated employee ordered to pay employer $2,600 due to time theft
In a recent case, a British Columbia tribunal ordered a terminated employee to pay her former employer more than $2,600 after tracking software showed she engaged in time theft while working remotely, reports the Globe and Mail (article linked below).
Do’s and Don’ts of non-solicitation and non-competition agreements
Understanding the do’s and don’ts of non-solicitation and non-competition agreements is essential to safeguard yourself from potential lawsuits.
Lawyer argues case based on fictional ChatGPT cases
A New York lawyer is facing a court hearing after he filed a legal brief containing references to non-existent legal cases, BBC reports. The lawyer admitted he used ChatGPT to research cases, telling the court he was “unaware that its content could be false.”
Employer’s Duty to Accommodate
Both employees and employers should understand the duty to accommodate and the steps employers must take to ensure they fulfill their obligations under human rights legislation.
What is an actionable toxic workplace?
A toxic workplace is characterized by negative behaviours, attitudes, or practices that create an unhealthy and hostile work atmosphere.
But only certain types of toxicity — name-calling, bullying, discrimination, harassment and other unsafe working conditions — will amount to something that would support legal action.
What is the duty to mitigate?
Laid-off employees must mitigate their damages by making reasonable efforts to find alternative employment after being terminated.
Pitfalls of Fixed Term Contracts
Fixed-term employment contracts are only appropriate for truly temporary work. They can be tricky to navigate, with significant implications for early termination.