Haynes Law Firm

10/14/2026

When a service contract changes hands, such as in property management, security, or building maintenance, determining who is responsible for employee termination obligations can become a complex legal puzzle. A recent decision from the Ontario Court of Appeal in Kondaj v. Crossbridge Condominium Services Ltd. provides vital clarity on how successorship obligations, statutory minimums, and common law notice apply when incoming providers take over service contracts.

Read our latest blog for a breakdown of this ruling and what it means for employers and employees navigating corporate transitions: https://ow.ly/3vhF50ZXeXp

When a company loses a service contract to a competitor, what happens to the employees working under that contract? If the incoming company declines to retain t

10/11/2026

Today, we celebrate togetherness, kindness, and gratitude. May your Thanksgiving be warm and bright.

10/10/2026

Taking care of your mental health looks different for everyone. It might mean speaking with a professional, spending quiet time alone, or connecting with friends. Whatever it looks like for you, give yourself permission to take that time today.

10/05/2026

As generative AI becomes a staple in modern workplaces, employees frequently input text into chatbots to summarize documents, draft correspondence, or analyze data. However, pasting internal client records, financial forecasts, or HR information into external AI tools can unknowingly expose sensitive corporate data and trigger serious privacy breaches.

Read our latest blog post to explore how employers and employees can navigate the confidentiality risks of generative AI in the workplace: https://ow.ly/c7fx50ZT9HN

Generative artificial intelligence has quickly become part of everyday workplace life. Employees may use AI chatbots to draft emails, summarize documents, prepa

10/02/2026

In a recent National Post article examining a high-profile termination dispute, employment lawyer Paulette Haynes weighed in on the complex legal standards surrounding just-cause dismissals and human rights claims in the workplace. https://ow.ly/S3RW50ZSL4P

TD Insurance VP claims discrimination after losing $210,000 job; bank says she ignored warnings to bring her email signature into compliance

10/02/2026

True workplace inclusion starts with equal opportunity. During Disability Employment Awareness Month, we recognize the incredible contributions of workers with disabilities and remind organizations of the value of proactive compliance.

Accommodations - whether flexible working arrangements, assistive technology, or modified duties - empower talented individuals to perform at their best. Our firm remains committed to helping employees know their rights and assisting employers in building compliant, accessible, and supportive work environments.

10/01/2026

October 1 is National Seniors Day in Canada. It is a wonderful reminder to honour the vibrant older adults who have helped build our communities and continue to guide future generations. Join us today in thanking the parents, mentors, neighbours, and friends who make a lasting difference in our lives.

09/30/2026

Today we remember the tragic legacy of residential schools and reaffirm our dedication to supporting Indigenous rights, self-determination, and cultural revitalization.

09/29/2026

Determining whether terminated employees retain their stock options and equity compensation through reasonable notice periods remains a critical issue in Ontario employment law. A recent Ontario Court of Appeal decision provides further clarification on how contractual language, vesting schedules, and service calculations impact post-termination equity entitlements.

Our latest blog examines the decision and key legal considerations for both employers drafting incentive plans and employees evaluating their severance packages.

Read more: https://ow.ly/QjNv50ZS0Sc

Ontario Court of Appeal considers RSUs, prior service, ESA notice and termination clauses in an Ontario wrongful dismissal case.

09/22/2026

A workplace accommodation plan is rarely a one-and-done solution. When an employee’s medical needs change or operational demands shift, an arrangement that once worked can quickly break down. Because accommodation under the Ontario Human Rights Code is an ongoing process, both employers and employees must know how to properly reassess modified duties, updated medical restrictions, and undue hardship thresholds without triggering a dispute.

Read our latest blog post to understand the legal steps required when a workplace accommodation plan stops working: https://ow.ly/fLkA50ZQ9UK

A workplace accommodation plan may look workable on paper and function well for months or even years. Then something changes. An employee’s medical restrictio