About Vey Willetts LLP
Common employee handbook mistakes and how to avoid them
Employee handbooks can be a useful tool in managing the workplace. When done properly, they offer a number of advantages, such as helping to formalize various processes (fostering consistency and transparency); reduce the risk of arbitrary decision-making and/or favouritism; promote legal compliance; reinforce company culture and values; and defend against potential employee claims and/or complaints.
Vey Willetts LLP
5 minutes read
December 17, 2024 
Responding to insubordination in the workplace
It is an unfortunate reality that most employers, should they operate long enough, will eventually be confronted with some form of employee misconduct. This article delves deep into one particular type of misconduct: insubordination. To that end, below we will review what “insubordination” entails, consider two brief case studies (one where insubordination was made out, and the other which resulted in wrongful dismissal) and conclude by reviewing employer best practices for responding to insubordination in the workplace.
Vey Willetts LLP
A reminder for employers: Unconscious bias in the workplace investigation process
Workplace discrimination can take many forms and may include situations where an employee is the target of unintentional discriminatory behaviour informed by unconscious bias. Unconscious bias refers to social stereotypes about groups of people that individuals form outside of their own conscious awareness. While workplace investigations can play an important role in addressing discrimination, they […]
Vey Willetts LLP
Give that back: Recovery of employer property post-dismissal
What happens when employers encounter intransigent former employees who refuse to return their property?
Vey Willetts LLP
Firing pregnant worker after 8 days’ employment proves costly for business owner
Read about a recent success at the Human Rights Tribunal of Ontario in securing an award of almost $40,000 against a corporate respondent (and its owner) for firing a pregnant employee after 8 days of employment.
Vey Willetts LLP
Avoid the two-step dance when offering employment
ometimes, during the hiring process, an employer may opt to send an initial job offer and then, once accepted, follow up with a more detailed set of terms. This procedure, while seemingly innocuous, can prove to be high risk.
Vey Willetts LLP
Using arbitration clauses in employment agreements
In Ontario, where a dispute between an employer and an employee (or former employee) cannot be resolved informally – which is usually a more expedient and practical option – recourse to the courts is generally available.
Vey Willetts LLP
2024 legislative changes affecting Ontario-based employers
In this article, we highlight a few of the major changes announced in the Working for Workers Five Act, 2024 and the 2024 Federal Budget and summarize how these may impact your organization.
Vey Willetts LLP
Employee time theft and employer remedies
“Time theft” describes situations where an employee is paid for time they knowingly misrepresent as having been worked. Time theft may take many different forms.
Vey Willetts LLP