After many years of trying to address racial inequality in the province, the Ontario government has introduced a new law that many feel is a step in the right direction.
Gay, bisexual and/or transgendered blacks have recently been highlighted in the media in shows such as Empire and Queen Sugar, where Oprah is one of the creators. But how do these issues play out in real life in Ontario?
While many employers emphasize a free and expressive workplace to get the best out of their employees, for many, the display of piercings, tattoos and non-business casual attire may be a step too far, particularly when employees are the “front line” between the company and its customers.
There are two ways that you may own a home with someone else. The first is with a: (1) by a “joint tenancy; and the second is (2) a “tenancy in common”.
Most of us have been there – living beside a difficult neighbour. If the situation is beyond “working it out”, what can you do about it legally? The answer, most often, is the legal claim known as “nuisance”.
Privacy in the workplace can be a difficult issue to navigate. In particular, employers may request certain pieces of information for certain kinds of employee leaves. However, the Ontario Employment Standards Act, 2000 (the “Act”) allows for certain protections for employees.
This week’s post discusses settlement agreements (a type of contract) and how they’re interpreted by the courts. Often times, parties will attempt to revise a deal after its agreed upon by trying to insert new words or meanings that aren’t present within the four corners of the document. This is rarely a good idea.