For Employers

Understanding Your Business and Employment Needs

Employers who have legal issues require counsel that is experienced, yet reasonable in client file management and keeps in mind the associated costs and benefits. We understand that to deal with your challenges, it is important to use the legal services of a law firm that understands the employment law issues faced by you, and one that has the ability to deal with those in a capable and competent manner.

Zubas+Associates also provides strategic and tactile advice to small and mid-size employers on all human resource matters.

Benefits of Working with Zubas+Associates

Zubas+Associates is an established law firm located in downtown Toronto, offering cost-effective and strategic legal services in both English and French. Our lawyers have more than 40 years of combined direct legal experience.

We have significant skills in providing advice and advocacy to employers throughout Ontario. Our experience extends to dealing with many industries, both unionized and non-unionized. Our expertise includes providing guidance and assistance on all aspects of employment law including: human resource strategies, offers of employment, recruitment, termination, performance and discipline management, contracts, compensation, workplace harassment and Human Rights and Employment Standards matters. We provide advice on employer obligations under provincial and federal statutes as well as on employment standards legislation and issues relating to departing employees including their fiduciary duties.

Our lawyers have handled injunction applications and judicial review applications at all levels of court and have also appeared before mediators, labour arbitrators, employment standards referees and the OLRB.

In addition to working with employers, we have significant experience in representing employees and therefore can provide strategic insight into legal issues from both the management and employee sides.

We offer the following services for employers and have considerable experience in making representations in these Courts and Tribunals.

  • Services For Employers

  • Recruitment and Hiring
  • Offer Letters and Employment Contracts

  • Civil Litigation, including Pleadings, Motions, Mediations and Trials
  • Human Rights Issues
  • Performance Management
  • Discipline
  • Constructive Dismissal
  • Termination
  • Privacy
  • Health and Safety
  • Confidentiality
  • Non-Solicitation and Non-Competition clauses
  • Professional Negligence and Misconduct
  • Compensation and Benefits
  • Employment Standards
  • Grievances
  • Collective Bargaining
  • Fiduciary Duties
  • Policies and Employee Manuals
  • Courts and Tribunals
  • Ontario Labour Relations Board
  • Employment Standards adjudication
  • Human Rights Tribunal of Ontario

  • All civil courts in Ontario, including the Court of Appeal
  • Canada Labour Code adjudication
  • Canadian Human Rights Commission
  • Employment Insurance adjudication
  • Termination
  • Privacy
  • Health and Safety
  • Confidentiality
  • Non-Solicitation and Non-Competition clauses
  • Professional Negligence and Misconduct
  • Compensation and Benefits
  • Employment Standards
  • Grievances
  • Collective Bargaining
  • Fiduciary Duties
  • Policies and Employee Manuals

Employer Information

The following information is of particular interest to employers: Dealing with Absences, Independent Contractor or Employee and Workplace Harassment for Employers.

Dealing with Absenteeism

Dealing with Absenteeism

Employer Tips on Dealing with Absenteeism Due to Illness or Disability
  • The employer should be clear and direct with an employee when they are dealing with absences due to illness or disability
  • The employee must clearly understand what he/she is facing, and what is expected of them to be able to successfully return to work.
  • Often the employer’s long-term disability insurer determines suitability to return to work or accommodation that the employer may need to make to enable a return to work.

Guidelines for the Employer:

independent Contractor or Employee

Independent Contractor or Employee

Independent Contractor or Employee
  • It is important to remember that an employment relationship is defined not only by what the parties set out in an employment agreement, but also by the characteristics of the employment relationship.
  • In some cases the working relationship is more properly characterized as that of ‘independent contractor’
  • To determine the appropriate category one must take into account the nature of the relationship between the parties to determine it is a contract of service (employer-employee) or a contract for services which would imply an independent contractor relationship.
Harassment & Bullying

Harassment & Bullying

Workplace Harassment and Bullying – Information for Employers
  • Since June 15, 2010 with the coming into effect of Bill 168, the Occupational Health and Safety Amendment Act(Violence and Harassment in the Workplace), employers in Ontario have a new obligation to protect employees from workplace violence and harassment.
  • The Occupational Health and Safety Act now defines workplace harassment as: “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably be known to be unwelcome”.
  • Workplace violence is defined as:

Note:

 
The legal information provided on this site is for illustrative and general reference purposes only and is not, under any circumstances, meant to be a substitute for professional legal advice.
For more detailed information please contact us at (416) 593 5844 or by e-mail.