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	<title>Employment-law.ca</title>
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	<link>http://www.employment-law.ca</link>
	<description>Employment Law Issues</description>
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		<title>Non-competition, non-solicitation or confidentiality clauses for lawyers, doctors, dentist and other professionals</title>
		<link>http://www.employment-law.ca/2010/03/03/what-usually-occurs-with-non-competition-non-solicitation-or-confidentiality-clauses-for-professionals-when-they-move-jobs/</link>
		<comments>http://www.employment-law.ca/2010/03/03/what-usually-occurs-with-non-competition-non-solicitation-or-confidentiality-clauses-for-professionals-when-they-move-jobs/#comments</comments>
		<pubDate>Thu, 04 Mar 2010 02:25:18 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employee Info]]></category>
		<category><![CDATA[Employer Info]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1176</guid>
		<description><![CDATA[




The case of  Loreto v. Little et al, 2010 ONSC 755 deals with how the law is a little different with non-competition, non-solicitation or confidentiality clauses for lawyers, doctors, dentist and other professionals that have files and payient lists.  You can read the case here.
Most of this commentary is pulled verbatim from this case. Normally [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Eight Important Issues Dealt With in Lawsuit for Reasonable Notice</title>
		<link>http://www.employment-law.ca/2010/02/25/eight-important-issues-dealt-with-in-a-lawsuit-for-reasonable-notice/</link>
		<comments>http://www.employment-law.ca/2010/02/25/eight-important-issues-dealt-with-in-a-lawsuit-for-reasonable-notice/#comments</comments>
		<pubDate>Thu, 25 Feb 2010 21:40:50 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employee Info]]></category>
		<category><![CDATA[Employer Info]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1173</guid>
		<description><![CDATA[




The courts have dealt with another case involving Canac Kitchens termination of its employees as a result of a slowdown and subsequent cessation of the business in Ontario.  In this action the Plaintiff, Mr. Contreras was 49 years of age.  He was 46 at the time he was terminated and had been with Canac for [...]]]></description>
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		<title>Racial Discrimination + Harassment = Employment Discrimination and a $25,000.00 Fine</title>
		<link>http://www.employment-law.ca/2010/02/23/racial-discrimination-harassment-employment-discrimination-and-a-25000-00-fine/</link>
		<comments>http://www.employment-law.ca/2010/02/23/racial-discrimination-harassment-employment-discrimination-and-a-25000-00-fine/#comments</comments>
		<pubDate>Tue, 23 Feb 2010 21:49:18 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employee Info]]></category>
		<category><![CDATA[Employer Info]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[Human Rights]]></category>
		<category><![CDATA[Human Rights Issues]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1167</guid>
		<description><![CDATA[***PLEASE BE AWARE THAT THIS CASE CONTAINS EXTREMELY VULGAR LANGUAGE. In the case of Cheryl Khan v. 820302 Ontario Inc. cob as Lynx Trucking Co. Transportation and Leasing and Lynn Thompkins which can be found here. The trucking company was ordered by the Human Rights Tribunal to pay $25,000.00 to the Applicant for a violation [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>What are non-competition clauses and do I need my employees to sign them?</title>
		<link>http://www.employment-law.ca/2010/02/21/what-is-a-non-competition-and-do-i-need-my-employees-to-sign-them/</link>
		<comments>http://www.employment-law.ca/2010/02/21/what-is-a-non-competition-and-do-i-need-my-employees-to-sign-them/#comments</comments>
		<pubDate>Mon, 22 Feb 2010 02:51:33 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employer Info]]></category>
		<category><![CDATA[Employment Law]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1163</guid>
		<description><![CDATA[The answer is that depends. Non-competition clauses in employment contracts are to protect the interests of your company or business by contractually preventing your employees from either talking to competitors or using, to their own advantage, any employer-specific product information, knowledge of customers or business opportunities. They are tough to uphold however. Courts often do [...]]]></description>
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		<title>What should I do if my employer goes bankrupt?</title>
		<link>http://www.employment-law.ca/2010/02/18/what-should-i-do-if-my-employer-goes-bankrupt/</link>
		<comments>http://www.employment-law.ca/2010/02/18/what-should-i-do-if-my-employer-goes-bankrupt/#comments</comments>
		<pubDate>Thu, 18 Feb 2010 21:40:00 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employee Info]]></category>
		<category><![CDATA[Employer Info]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1156</guid>
		<description><![CDATA[If an employer goes bankrupt things can get complicated.  The first thing that you must recognize is whether or not you had a fixed-term contract.  A fixed-term contract is one where you and your employer both agree at the time of your hiring that you will be paid a certain amount upon termination without cause.  [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Ford Class Action certified by Justice Sproat</title>
		<link>http://www.employment-law.ca/2010/02/14/the-ford-class-action-was-certified-by-justice-sproat/</link>
		<comments>http://www.employment-law.ca/2010/02/14/the-ford-class-action-was-certified-by-justice-sproat/#comments</comments>
		<pubDate>Sun, 14 Feb 2010 20:19:48 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employee Info]]></category>
		<category><![CDATA[Employer Info]]></category>
		<category><![CDATA[Employment Law]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1149</guid>
		<description><![CDATA[The Superior Court has certified a class-action lawsuit against Ford that alleges the automaker changed it&#8217;s mind and reneged on employment offers for hundreds of new employees at its Oakville plant two years ago.
Lawyers for three workers acting on behalf of a class held Monday that Mr. Justice John Sprout had certified their proceedings versus [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Dependent Contractor addressed by the Ontario Court of Appeal</title>
		<link>http://www.employment-law.ca/2010/01/26/dependent-contractor-addressed-by-the-ontario-court-of-appeal/</link>
		<comments>http://www.employment-law.ca/2010/01/26/dependent-contractor-addressed-by-the-ontario-court-of-appeal/#comments</comments>
		<pubDate>Tue, 26 Jan 2010 15:15:55 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[depednent contractor]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1131</guid>
		<description><![CDATA[In late December of last year the Court of Appeal recognized the existence of the dependent contractor in the case of McKee v. Reid’s Heritage Homes Ltd.
In this case, the plaintiff was an in-house sales agent for Reid’s Heritage Homes. Reid’s is a new home builder that originally retained the services of McKee to sell [...]]]></description>
		<wfw:commentRss>http://www.employment-law.ca/2010/01/26/dependent-contractor-addressed-by-the-ontario-court-of-appeal/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
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		<title>Should You Provide Job Search Assistance and Reference Letters to Employees that You Terminate Without Cause?</title>
		<link>http://www.employment-law.ca/2010/01/16/sould-you-provide-job-search-assistance-and-reference-letters-to-employees-that-you-terminate-without-cause/</link>
		<comments>http://www.employment-law.ca/2010/01/16/sould-you-provide-job-search-assistance-and-reference-letters-to-employees-that-you-terminate-without-cause/#comments</comments>
		<pubDate>Sat, 16 Jan 2010 12:15:00 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employer Info]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[reference letters]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1122</guid>
		<description><![CDATA[I always counsel employers that it is best to help employees with their job search if employers need to terminate them without cause.  The reason for this is an employment agreement is a contract.  Employment law isn’t simply govern by legislation by it is govern by common-law, and contract law is made up of a [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>2 year break in employment did not matter when calculating damages</title>
		<link>http://www.employment-law.ca/2010/01/08/2-year-break-in-employment-did-not-matter-when-calculating-damages/</link>
		<comments>http://www.employment-law.ca/2010/01/08/2-year-break-in-employment-did-not-matter-when-calculating-damages/#comments</comments>
		<pubDate>Fri, 08 Jan 2010 15:45:43 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[Employee Info]]></category>
		<category><![CDATA[Employer Info]]></category>
		<category><![CDATA[Employment Law]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1117</guid>
		<description><![CDATA[Of review of the November 2009 Court of Appeal decision of Brien v. Niagara Motors Ltd is an interesting read. In this case the appellant employer raised three grounds of appeal from a wrongful dismissal decision which awarded 24 months severance plus Wallace (for bad faith) damages of two months.
Firstly, the employer argued to the [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>E. Payment of Wages under the Ontario Employment Standards Act</title>
		<link>http://www.employment-law.ca/2010/01/05/e-payment-of-wages-under-the-ontario-employment-standards-act/</link>
		<comments>http://www.employment-law.ca/2010/01/05/e-payment-of-wages-under-the-ontario-employment-standards-act/#comments</comments>
		<pubDate>Wed, 06 Jan 2010 04:48:11 +0000</pubDate>
		<dc:creator>Hamilton Employment Lawyer &#124; Mississauga Employment Lawyer</dc:creator>
				<category><![CDATA[ESA Commentary]]></category>

		<guid isPermaLink="false">http://www.employment-law.ca/?p=1112</guid>
		<description><![CDATA[I am often asked simple questions by small businesses in the community and I am surprised that the majority of the small business owners I talk to do not know the first thing about employment standards. If you hire employees you need to at least be aware of the minimums of what is required for [...]]]></description>
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