Lecker and Associates

Lecker and Associates We are employment lawyers representing Ontario employees for over 40 years, to ensure employers treat them with dignity, fairness a respect.
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Lecker & Associates is an employment law firm in Toronto that has represented employees for over 35 years. We specialize in cases involving wrongful dismissal, constructive dismissal, employment law in Ontario, employment contracts, sexual harassment in the workplace, short and long-term disability claims.

If your employer is refusing to pay your bonus after termination, do not assume that is the end of the conversation.Many...
05/29/2026

If your employer is refusing to pay your bonus after termination, do not assume that is the end of the conversation.

Many employees are surprised to learn that bonuses, commissions, benefits, and other forms of compensation may still need to be considered after termination.

Bonus disputes can depend on the wording of the contract, the nature of the bonus, and whether it formed a concrete part of your compensation.

If bonus pay was part of what you regularly earned, it may be worth getting legal advice before walking away from it.

Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

Losing your job is nerve wracking. Signing too quickly can make it worse.A package may look final, but that does not aut...
05/26/2026

Losing your job is nerve wracking. Signing too quickly can make it worse.

A package may look final, but that does not automatically mean it is fair. You may be entitled to a lot more.

Before signing anything, it is worth understanding what the offer actually includes, what may be missing, and whether it reflects your full situation.

If you were just fired, do not assume the paperwork put in front of you is something you need to accept right away. Understanding your rights before you sign anything.

Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

Being on medical leave does not give an employer a free pass.In Ontario, being on leave or dealing with a disability doe...
05/22/2026

Being on medical leave does not give an employer a free pass.

In Ontario, being on leave or dealing with a disability does not mean you lose your workplace rights.

But these situations are rarely simple. An employer may still try to say the termination was for some other reason, which is why the timing, the surrounding facts, and the employer’s conduct can all matter.

If you were terminated while on medical leave, it may be important to understand your rights before deciding what to do next. Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

Layoffs are hitting tech and finance hard in 2026. And most employees sign away their rights without even knowing it.Joi...
05/19/2026

Layoffs are hitting tech and finance hard in 2026. And most employees sign away their rights without even knowing it.

Join employment lawyers Maria Esmatyar and Ian D. Hurley of Lecker & Associates for a free webinar built specifically for tech and finance professionals in Ontario.

đź“… Thursday, June 11 | 11 AM EST
đź’» Free Online Webinar

Topics include severance rights, employer tactics, bonuses & equity, negotiation strategies, and key legal deadlines.

🔗 Register now → https://www.eventbrite.ca/e/2026-layoff-survival-guide-for-tech-finance-professionals-tickets-1989233843976?aff=FacebookOrganic

You were just given a new document to sign. What you do next matters.One of the biggest mistakes employees make is assum...
05/19/2026

You were just given a new document to sign. What you do next matters.

One of the biggest mistakes employees make is assuming the first offer is final, fair, or something they have to sign right away.

Before you sign a termination letter or severance package, it is important to have it reviewed. Many employees accept the first offer without realizing they may be entitled to significantly more.

Especially if your compensation includes bonuses, benefits, commissions, or other terms that may affect the value of your package.

Before you sign anything, it is worth understanding your rights before making any decisions. Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

When unpaid wages drag on, many employees are told to just keep waiting. But there are options.Depending on the circumst...
05/15/2026

When unpaid wages drag on, many employees are told to just keep waiting. But there are options.

Depending on the circumstances, Ontario employees can file an Employment Standards claim within 2 years.

Recovering unpaid wages is not always quick or straightforward, especially when employers delay payment, dispute what is owed, or continue making excuses.

If your employer keeps delaying pay, withholding wages, or making excuses, it may be worth getting legal advice early so you can understand what options may be available.

Book a no-charge assessment today.

Ontario's minimum wage is going up again.And it doesn't just affect hourly workers. Everyone should pay attention to it....
05/08/2026

Ontario's minimum wage is going up again.

And it doesn't just affect hourly workers. Everyone should pay attention to it.

In Ontario, most employees are entitled to minimum wage whether they are paid by hourly rate, salary, commission, piece rate, or flat rate.

That means workers may want to take a closer look if they are:
- on salary, but working enough hours that their pay may fall below minimum wage
- paid by piece rate or commission
- labelled as an independent contractor, even though the job functions more like employment
- dealing with deductions, unpaid hours, or other pay practices that may affect their rights

Ontario looks at the true nature of the working relationship, not just the title an employer chooses to use.

If something about your pay does not seem right, it may be worth getting legal advice.

Book a no-charge initial assessment today.

https://leckerslaw.com/contact-us/

Can an employee be fired for property damage, sabotage, or serious misconduct at work?In Ontario, it is possible, but no...
05/01/2026

Can an employee be fired for property damage, sabotage, or serious misconduct at work?

In Ontario, it is possible, but not every allegation automatically amounts to just cause.

Ontario law does allow employers to deny termination pay in serious cases of intentional misconduct, but not every mistake or allegation meets that standard.

It should also be noted that employers cannot simply deduct alleged losses from wages whenever workplace property is damaged or lost.

If you have been terminated for alleged misconduct, it may be important to get legal advice before assuming you have no rights.

Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

Stock-based compensation is often a significant part of an employee’s total earnings, especially for those in senior or ...
04/24/2026

Stock-based compensation is often a significant part of an employee’s total earnings, especially for those in senior or specialized roles.

When employment ends, many assume that unvested RSUs or stock options are automatically forfeited. In reality, that outcome often depends on how the contract is written, and whether those terms are enforceable.

Courts have increasingly taken a closer look at termination clauses that attempt to limit or remove equity-based compensation. In some cases, these provisions don’t hold up, particularly if they are unclear, overly broad, or inconsistent with an employee’s rights.

That can make a meaningful difference in what someone is ultimately entitled to receive.

If you’ve lost stock compensation following a termination, or are unsure how your agreement applies, it may be worth reviewing the details more closely.

Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

04/21/2026

Golden parachutes are often discussed, but not always fully understood.

At its core, it’s a severance agreement negotiated at the start of an executive role, designed to protect compensation if employment ends. This becomes especially relevant during periods of change like mergers, leadership shifts, or restructuring, where roles can be impacted quickly.

When structured properly, these agreements can go beyond standard severance and include elements like guaranteed salary, bonuses, equity vesting, and extended benefits.

The key point is that these protections are negotiated, not automatically provided. What’s included and how strong it is depends on how the agreement is set up from the outset.

If you’re considering negotiating your own package or reviewing an offer, it’s worth understanding what can be included and how it can be structured.

Workplace monitoring isn’t new, but it’s become far more common, especially with the shift toward remote and hybrid work...
04/10/2026

Workplace monitoring isn’t new, but it’s become far more common, especially with the shift toward remote and hybrid work.

In Ontario, employers with 25 or more employees are now required to have a written policy that explains whether they are monitoring employees electronically, how that monitoring works, and why the information is being collected.

That can include tracking computer activity, phone usage, GPS data, and other systems used throughout the workday.

What matters is transparency.

Employees should be informed about how monitoring takes place and receive a copy of the policy within specific timelines. The intent is to give people a clearer understanding of how their work is being observed and assessed.

At the same time, questions still come up. What counts as reasonable monitoring? How much is too much? And what happens when something doesn’t feel right?

If workplace monitoring is affecting how your role is being evaluated, or if it’s being used in a way that feels excessive or unclear, it may raise important legal questions about your rights and how your employer is using that information.

Book a no-charge assessment today.

https://leckerslaw.com/contact-us/

Address

4789 Yonge Street #514
Toronto, ON
M2N0G3

Opening Hours

Monday 9am - 5am
Tuesday 9am - 5am
Wednesday 9am - 5am
Thursday 9am - 5am
Friday 9am - 5am

Telephone

+14162235391

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