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- Acted for Xerox Canada Holdings V Ltd. in connection with its acquisition of Powerland Computers Ltd.
David Fanjoy practices employment and labour law and has experience advising clients on a variety of workplace issues. He regularly provides advice to employers regarding employment standards, workplace health and safety, and the development of workplace policies, and has significant experience providing termination advice and strategy. In addition, David has also represented numerous employers in wrongful dismissal litigation, employment standards disputes and human rights claims. He also advises clients regarding compliance with accessibility laws, both in the employment and commercial context.
David also regularly assists vendors and purchasers with the employment and labour aspects of corporate transactions, advising on employment-related liabilities, collective bargaining issues, and executive compensation. David has acted for start-ups, private equity firms, as well as Canadian and international clients in a wide range of industries.
Prior to his legal studies, David worked as a tree planter for a number of summers, planting over half a million trees across Western Canada.
This bulletin discusses new employer obligations for job postings, tip and wage protections, and more as proposed in the Working for Workers Four Act, 2023.
This session will take a deep dive into the complexities of vacation pay, to make sure you know how to calculate it correctly.
This session will provide you with basics of vacation pay and time, and discuss the various types of vacation policies that may work best for your workplace.
Another deadline under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) is fast approaching: the 2023 accessibility compliance report.
Ontario's Human Rights Tribunal rules that opposition to COVID-19 vaccination and belief in bodily autonomy are not protected by the Human Rights Code.
This bulletin provides a summary of legislative protections for political belief across Canada, followed by an overview of the implications for employers.
Teljeur v Aurora Hotel Group 2023 ONSC 1324 provides example of post-termination conduct and bad faith damages.
As politics become more polarized in Canada and abroad, and as social media continues to encroach on the workplace, employers have to understand how to deal with political views that come into the workplace.
proper termination practices, punitive damages, moral damages, wrongful dismissal damages
proper termination practices, punitive damages, moral damages, wrongful dismissal damages
Ontario’s Court of Appeal has upheld the termination of a 30-year employee for cause following a single incident of sexual harassment.
The Ontario government passed legislation containing the “right to disconnect”. Or did they? (they didn’t). But Ontario employers with 25 or more employees have to have a policy on the right to disconnect as of June 2. How should employers approach the policy, manage employee expectations and is the rest of Canada looking to follow suit?
Join McMillan’s Employment & Labour Relations Group as we discuss the requirements of the legislation, considerations in drafting the policy and impacts for employers across the country.
Arbitration decision highlights employer's duty to accommodate in mandatory mask policy; Unifor Local 333 v Moore Packaging Corp.; frustration of employment
Ontario passes legislation creating a right to disconnect and banning non-compete agreements
Update on proposed right to disconnect, ban on non-compete agreements in the Working for the Workers Act, 2021.
An Ontario Superior Court of Justice judge has ruled that a temporary layoff related to COVID-19 is not grounds for constructive dismissal.
Ontario has announced temporary paid sick leave for all employees. Here is what employers should know.
Ontario Court of Appeal updates the law on post-termination equity entitlements and reiterates the distinction between employee and shareholder rights.
Marazzato v. Dell Canada Inc. confirms that employees must provide actual evidence of any alleged “economic downturn” caused by the COVID-19 pandemic.
The Supreme Court of Canada has denied leave to appeal the Alberta Court of Appeal’s decision to apply the doctrine of notional (or “blue-pencil) severance.
Iriotakis v. Peninsula Employment Services Limited is the latest case to consider the impact of the COVID-19 pandemic on reasonable notice periods.
Ontario’s Superior Court of Justice has issued a decision dealing with the COVID-19 pandemic and its impact on reasonable notice periods.
Citing rising cases in the city and increased strain on hospitals, the City of Toronto has enacted further measures to fight COVID-19, which include new requirements for employers.
Yet another employment misclassification case has been certified as a class action in Ontario in Montaque v Handa Travel Student Trip Ltd.
An Ontario Court has upheld the termination of a 30-year employee with a clean disciplinary record following a single incident of sexual harassment.
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