If your manager is suddenly criticizing your work, excluding you from meetings, or demoting your title, you might be facing "constructive dismissal." In Ontario, fundamental changes to your employment terms can be treated as termination, even if you haven’t actually been fired. But here is the trap: if you resign in frustration without legal advice, you could walk away from thousands of dollars in severance. This guide explains exactly how to document a "poisoned" work environment, why you must not quit on the spot, and how to build a legal strategy to exit on your own terms while maximizing the compensation you deserve.
Many employers wrongly assume they are safe just by following the Employment Standards Act. In reality, the gap between ESA minimums and common law severance can cost your business tens of thousands of dollars per employee. This guide breaks down the absolute essentials for protecting your company: why you need enforceable written contracts before the first day of work, the specific dangers of using outdated termination clauses, and the critical importance of documenting performance issues. We explain how a proactive legal strategy prevents minor HR headaches from exploding into six-figure wrongful dismissal lawsuits. Prevention is always cheaper than a courtroom defence.
Receiving a complaint from the College of Nurses of Ontario (CNO) is terrifying. Whether it stems from a medication error, a workplace conflict, or a mandatory report from your employer, your first instinct might be to panic or to over-explain yourself. This is a mistake. The CNO investigation process is a formal legal procedure, not a workplace meeting. Your written response to the Inquiries, Complaints and Reports Committee (ICRC) often determines whether you face a public discipline hearing or a quiet resolution. This guide explains what triggers an investigation, how mandatory reporting works, and why you should never face the College without a strategic defence.