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.

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.

Were you told you would not be paid because the position was labelled an internship?In Ontario, the work you perform and...
08/28/2026

Were you told you would not be paid because the position was labelled an internship?

In Ontario, the work you perform and the circumstances of the placement matter. Some unpaid placements may be permitted when completed through a program approved by a college, university, private career college or secondary school board.

However, if you are performing regular work for a business outside one of these approved educational placements, you may be considered an employee, even if the employer calls you an intern.

If Ontario’s Employment Standards Act applies to your position, you may be entitled to minimum wage and, depending on your circumstances, other protections such as overtime pay, vacation pay and public holiday pay.

If you believe your unpaid internship may actually be unpaid employment, book a no-charge initial assessment to discuss your situation.

Thinking about criticizing your employer publicly? Before you post, consider whether your employment contract or workpla...
08/26/2026

Thinking about criticizing your employer publicly? Before you post, consider whether your employment contract or workplace policies place limits on what you can share.

Your employment contract or workplace policies may include terms related to confidentiality, social media use and conduct outside the workplace. Negative comments could lead to disciplinary action or dismissal, particularly if they reveal confidential information, damage your employer’s reputation or undermine the trust required in your role.

However, not every critical comment will justify termination for cause. What was said, where it was shared, your position and the terms of your employment may all be relevant.

If comments about your employer have put your job at risk, book a no-charge initial assessment today.

Being included in a group termination while pregnant does not automatically mean you experienced discrimination. The sel...
08/21/2026

Being included in a group termination while pregnant does not automatically mean you experienced discrimination. The selection process and the reasons behind the decision matter.

Your employer may rely on business considerations when determining which positions or employees will be affected. However, those considerations should be legitimate and applied consistently. Pregnancy or an upcoming pregnancy leave should not negatively influence the outcome.

If the reason given for your selection is unclear or does not appear consistent with how other employees were assessed, the circumstances may warrant further review.

If you have questions about how you were selected for a group termination, book a no-charge initial assessment today.

An allegation is not the same as a proven fact.However, accusations of workplace misconduct can still affect more than y...
08/19/2026

An allegation is not the same as a proven fact.

However, accusations of workplace misconduct can still affect more than your current job.

If you work in a regulated profession, your employer may have a reporting obligation in specific circumstances. Whether a report is required will depend on the profession, the applicable legislation and regulatory rules, and what occurred during or following the employer’s review.

A report could lead to:

- A separate regulatory investigation
- Restrictions on your professional licence
- Difficulty securing future employment
- Damage to your professional reputation

If you are facing allegations of misconduct, it is important to understand exactly what you are accused of, preserve relevant evidence and consider how your response could affect both your employment and any potential regulatory proceedings.

If misconduct allegations are putting your job or career at risk, book a no-charge initial assessment today.

You were cleared to return from medical leave, but the job waiting for you is not the one you left.Your employer may nee...
08/14/2026

You were cleared to return from medical leave, but the job waiting for you is not the one you left.

Your employer may need to adjust your duties or schedule as part of the accommodation process. However, there is a difference between changes intended to support your return and changes that leave you with less pay, responsibility, status or seniority.

Ask whether the change is temporary, why it was made and how it relates to your medical restrictions. Keep copies of your previous job description, return-to-work plan and any written communication about your new role.

If the changes are significant, do not resign or assume you have to accept them without first getting legal advice. Book a no-charge initial assessment to discuss your situation.

Thank you, Randa, for sharing your experience with Soniya Ponniah and Ashley Hussey.Facing an employment matter can be s...
08/12/2026

Thank you, Randa, for sharing your experience with Soniya Ponniah and Ashley Hussey.

Facing an employment matter can be stressful and uncertain. Our team is committed to keeping clients informed, answering their questions and helping them understand each step of the process.

We appreciate the trust Randa and her family placed in Lecker & Associates.

Receiving notice that your long-term disability benefits will end at age 65 does not mean you should accept the decision...
08/07/2026

Receiving notice that your long-term disability benefits will end at age 65 does not mean you should accept the decision without reviewing your coverage.

The terms of your benefit plan, together with applicable legislation, may affect how long LTD benefits are payable and when coverage can end. It is important to confirm that the insurer’s decision reflects both the wording of your specific policy and the law that applies to your situation.

If you have questions about your LTD coverage ending at age 65, book a no-charge initial assessment today.

Your employer called it an “investigation.” But were you actually given a fair chance to respond?Employers are not requi...
08/05/2026

Your employer called it an “investigation.” But were you actually given a fair chance to respond?

Employers are not required to conduct a formal workplace investigation in every situation. However, if your employer relied on an investigation or review of the allegations when deciding to fire you for cause, the process and evidence may become relevant.

-> Were you told the full allegations against you?
-> Were you given a meaningful chance to respond?
-> Were important evidence or witnesses overlooked?
-> Did it seem like the decision had already been made?

Problems with the process do not automatically disprove allegations of misconduct. However, they may weaken the employer’s claim that firing you without notice or compensation was justified.

If you were fired for cause after a workplace investigation that felt one-sided, book a no-charge initial assessment today.

Is your employer pushing you to come back from medical leave before you feel ready?You may feel like you have no choice,...
07/31/2026

Is your employer pushing you to come back from medical leave before you feel ready?

You may feel like you have no choice, especially if your insurer has set a return-to-work date or your employer is asking for an update.

But the key question is whether you are medically cleared to return, and whether any restrictions or accommodations have been properly considered.

If your doctor has not cleared you to return, or has recommended restrictions or a gradual return, those details matter. Your employer may be required to consider medical information and explore accommodation before requiring you to return.

Not every request for an update is improper. But pressure to return before you are medically ready should not be ignored.

Before agreeing to return, make sure you understand what your medical documentation says and what your employer is asking you to do.

Book a no-charge initial assessment today.

07/28/2026

A return-to-office mandate is not automatically constructive dismissal.

In Ontario, these situations are usually fact-specific. The question is whether the change significantly alters the terms of employment.

That may depend on several factors, including:

- What the employment agreement says
- Whether remote work became an established part of the job
- How long the employee worked remotely
- How much notice the employer provided
- Whether the change affects hours, commute, compensation, or duties

For some employees, a return-to-office mandate may be a manageable workplace change. For others, it may raise legal concerns depending on the circumstances.

In this clip from our recent webinar, we explain what employees should consider before assuming they have no options.

Not sure where you stand? Book a no-charge initial assessment today.

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

Website

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