Business and Booze: Dealing with alcohol in the workplace

Business and Booze: Dealing with alcohol in the workplace

Recently, Lloyd’s of London implemented a ban on employee drinking between the hours of 9am and 5pm on work days. Traditionally, the “boozy lunch” had been a big part of Lloyd’s culture. It was the preferred vehicle to seal deals and woo clients. As such, the change in policy came as a shock to the 800 employees impacted by the ban, and it was met with open hostility. 

Paul Willetts Quoted in The Lawyer's Daily

Paul Willetts Quoted in The Lawyer's Daily

Vey Willetts lawyer Paul Willetts was quoted in the March 6, 2017 edition of The Lawyer's Daily in an article entitled "Big changes could be on Way for Ontario workplace landscape." The article discusses the provincial government's Changing Workplaces Review and some of the changes employees and employers in Ontario may expect to see. 

Uncertainty with Termination Clauses Continues

Uncertainty with Termination Clauses Continues

There are few areas of employment law more in flux (and vexing to lawyers) than that surrounding the enforcement of termination clauses. Part of the frustration is when the Courts provide seemingly contradictory messages on whether termination clauses will be upheld. In January 2017 alone, the Ontario Superior Court of Justice released two decisions that appear, on their face, to be somewhat at odds. 

Ontario Bar Association Publishes Article by Andrew Vey

Ontario Bar Association Publishes Article by Andrew Vey

On February 6, 2017 the Ontario Bar Association Labour & Employment Law Section published an article by Vey Willetts' lawyer Andrew Vey. The article, entitled "Summary Judgment Motions for Wrongful Dismissal: An Update", looks at four recent Ontario court cases to assess the use of summary judgement as a tool in employment law litigation.

From 8 Weeks to 15 Months: Employee Wins Significant Severance

From 8 Weeks to 15 Months: Employee Wins Significant Severance

Vey Willetts LLP was recently successful on a motion for summary judgment, seeking increased severance for an employee who had been wrongfully dismissed. In its decision, Vinette v. Delta Printing Limited (2017 ONSC 182), the Superior Court significantly increased Mr. Vinette's severance entitlement from 8 weeks to 15 months.

Email etiquette: What Ontario can learn from France

Email etiquette: What Ontario can learn from France

The capacity to send and receive email on smart phone devices and laptops has fundamentally altered the working lives of many. The notion of the ‘9 to 5’ job has, in many industries, become a thing of the past. Our use of email has profoundly altered how and when we work: it has blurred the distinction between work and home lives; it has altered our view of what is appropriate communication and our expectation of how quickly people should respond. In many ways, it has simultaneously increased the volume of workplace communications and dramatically accelerated the pace at which it occurs.

Employment Rights for Federally-Regulated Employees

Employment Rights for Federally-Regulated Employees

The authority to make laws in Canada is split between the federal and provincial governments. Generally speaking, the employment relationship of most Ontario workers is subject to provincial laws such as the Employment Standards Act. A limited number of Ontario employees, however, work in industries over which the federal government has jurisdiction, and consequently sets the law. The federal equivalent of the Employment Standards Act is the Canada Labour Code. Federal jurisdiction applies to many Ontario workers employed in the following industries:

 

    Managing toxic employees: human and financial workplace costs

    Managing toxic employees: human and financial workplace costs

    A workplace is a team environment. It functions best when the atmosphere is positive. One of the biggest concerns for employers, in Ontario and elsewhere, is how to address and manage the presence of a “toxic employee” in the workplace.