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That is really where Lublin & Whitten, Toronto Employment and Labour Lawyers can help. Our team of top lawyers is always relied on for their counsel on all kinds of workplace disputes, including wrongful and constructive dismissals, human rights and harassment lawsuits, severance package negotiations, contracts and post-employment limitations and more.

Most importantly , we get results! Dont take our word our client testimonials are simply some examples. Need advice Telephone the Labour & Employment Lawyers with experience at 416-640- 2667. We take calls before 8:30 p.m.

I was at a reduction, when I was let go from my previous position. A telephone to Lior and his team was a movement in the ideal direction. Lior and his support staff were educated and incredibly understanding of my plight. While I hope never to use his services again I understand that there are choices to going on and just taking what is provided.

At a young age I was forced to sue my insurance company dependent on the denial of a claim and that I had been referred to Sivan Tumarkin. Throughout the Entire Procedure

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He gave me comfort knowing that I was in good hands. Not only did he win the case, it was fast and I was pleased. Most importantly

He was very detailed and explained every step of the way. I learned a great deal from this process and I am proud to say that it left me a stronger person



I believed I was being treated at my job of 18 years, and that I needed some guidance. I called two job attorneys and they called me back. I called Samfiru Tumarkin's office , they had me at another day.

He also has great knowledge of law, He follow up and took time to get details. I would strongly recommend Jon as an employment attorney, and am quite content with the results.

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Employment law is the set of principles regulating the non-unionized workplace.

The employee is generally favoured by employment law principles. That is because employers usually have bargaining power and larger sophistication . In this respect, courts' sympathies prefer the worker as well.



Employment law takes its cue from two areas of law: law and legislation. Legislation is written legislation passed by authorities down, and common law is judge made legislation. In this regard, legislation is static, while the frequent law is dynamic. The common law makes it possible for employees and employers alike to make novel arguments facing a judge and evolve employment law over time, whereas legislation is set in stone till it isnt. .

Employment laws is concerned with protections for employees only. These laws include employment criteria (i.e. wages, hours, overtime, statutory note, etc..   The Employment Standards Act), human rights (i.e. discrimination in the workplace, harassment etc. ). The Human Rights Code), occupational health and safety (i.e. work safe protections, etc.. The Occupational Health and Safety Act), cover equity (i.e.

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the Workplace Safety and Insurance Act). All these statute-based legislation have check here their very own complaint procedures that do not need the need of a professional attorney to create a complaint. .

Conversely, employment law is concerned regarding the contractual rights of see page workers and employers. Be aware that a real, written down employment contract is never demanded the frequent law suggests that an employment contract on most of servants and masters, and the only means to sabotage the implication of law provisions implied within an employment contract on workplace parties is to explicitly contract out of these conditions.

This is essential since employment contracts, implied or express, provide a whole lot more rewarding rights to employees than this of laws. As an example, an implied employment contract gives an employee the right to as much as 30 or so months of notice of conclusion, whereas legislation such as the Employment Standards Act provides only a week of notice for each year of service, up to a maximum of 8 months! .

Thus, legislation like the Employment Standards Act exists only to protect the vulnerable, low paid employee who is unable to manage an employment attorney. This is because an employee who adheres to the Ministry of Labour is entitled only to a predetermined maximum quantity of money Visit This Link determined by legislation, which is typically a pittance when compared with the frequent law.