HTW Law – Employment Lawyer Toronto Ontario. Servicing the Greater Toronto Areas. Wrongful Dismissal suing and Severance lawyer. Constructive Dismissal lawyer and Harassment lawer. Employment Lawyer experienced in Sexual Harassment and Human Rights Violations law. Professional Greater Toronto Area GTA Employment Law legal services. Free Initial Consultation with an Employment lawyer. Practical tips on employment law by an GTA employment law lawyer that cares about your employment law legal case. No Win No Fee for qualified employment law cases. Sensitive employment law information is handled with care. Quality employment law legal service delivers to you today. Offering employment law emotional support as well. Call or Email Us Now for Immediate Assistance.
Contact Details:
HTW Law - Employment Lawyer
Suite 1259, 251 Consumers Road, Toronto, ON M2J 4R3
Call Us: (647) 849-6582
Successful Constructive Dismissal Cases In Recent Years
Constructive dismissal occurs when an employer fails to meet the fundamental responsibilities of the work relationship to such an extent that an employee is entitled to regard the employer's conduct...
Can Employer Force Employee to Sign a New Employment Contract to Avoid Constructive Dismissal Claim?
Can Employer Force Employee to Sign a New Employment Contract? If I have signed the new employment contract in fear of getting fired, what's the impact on my legal entitlements if I am contemplating...
Case Update on Heller v. Uber Technologies - Are Uber Drivers Employees or Independent Contractors?
Misclassification occurs when a worker is assigned to a different category than the one he or she should be in. In many employment law cases, independent contractors are found to be misclassified,...
Damages for Termination of Employee in Reprisal Against s. 50 of the OHSA
Some have under-estimated the Ontario Health and Safety Act (OHSA) and regarded it as "all bark and no bite". But they are HUGELY mistaken. Ever since Tandy Electronics Ltd.(Radio Shack) v.USWA, 1980...
The Persistent Myth of the "2-Year" Rule in Disability Cases
There is a persistent myth that after two years of incapacity or absence due to disability or illness, an employer is entitled to end the employment relationship on the basis of claiming frustration...
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