Summary

With today’s complex labour and employment climate involving constant demographic, legal and technological changes, you face tougher decisions than ever before.  BLG’s Labour and Employment Law Group can work with you to provide practical, timely and tailored advice.  Further, as a national team we have a depth of experience in all of our offices across Canada.  You can trust us as your partner, to assist with all matters related to labour and employment law. When necessary, we are also litigation specialists, able to provide effective advocacy on our client’s behalf, before the courts, at an arbitration, or to a tribunal.

Whether you need proactive advice on the legal impacts of proposed workplace changes or you need effective litigators to handle labour/employment disputes, BLG’s Labour and Employment Law Group will work with you to drive results. We give advice based on preventing litigation where possible, and resolving labour and employment disputes in the most effective and efficient manner.  Our approach is to save both liability and legal costs wherever possible. We seek to resolve labour and employment issues through use of negotiation, ADR techniques as well as through traditional litigation models.

Our Labour and Employment Law Group truly speaks your language. We understand the issues you face and we can work with you through complicated matters every step of the way. We provide the hands-on approach of a boutique firm of specialists, who are also litigators, while offering immediate access to the breadth and depth of our full-service firm’s expertise – “L&E@BLG”, as we often put it. Our Labour and Employment Law Group is experienced in all aspects of labour and employment law, including:

  • Labour relations advice, collective bargaining, grievances and arbitrations, and labour relations board hearings
  • Wrongful dismissal and the full-range of employment-related litigation
  • Human rights advice and hearings
  • Occupational health and safety advice and hearings, including litigation defence against quasi-criminal charges
  • Workers’ compensation advice and hearings, including appeals
  • Employment standards advice and hearings, including appeals and judicial reviews
  • General employment law advice (pre-employment/hiring considerations, employment and independent contractor agreements, workplace policies, restrictive covenants, performance management, disability management, lay-offs and terminations, etc.)
  • L&E litigation, before the Courts, at every level from trial through every stage of appeal, arbitrations, judicial reviews and at each of the tribunals that effect the Canadian workplace and our clients

We have experience with a full range of multi-jurisdictional labour and employment law matters, and our Labour and Employment Law Group works with a wide spectrum of businesses and industries, including both public and private sector businesses, and for-profit and not-for-profit entities. 

Members of our Group pursue our clients' interests in every form of employment litigation.

Publications

Publications


Recent Client Bulletins​

Rankings & Recognition

The Labour and Employment Group or its members are recognized in:

  • Shortlisted for the Employment Team of the Year award at the 2015 Chambers Canada Awards.
  • The 2016 edition of Legal 500 Canada.
  • The 2016 edition of The Best Lawyers in Canada®.
  • The 2016 edition of Chambers Canada — Canada's Leading Lawyers for Business.
  • The 2015 edition of Chambers Global – The World's Leading Lawyers for Business.
  • The 2015 edition of the Who's Who Legal – The International Who's Who of Business Lawyers.
  • The 2015 edition of Who's Who Legal – Canada.
  • The 2015 edition of the Canadian Legal Lexpert® Directory.
  • The 2015 edition of the Lexpert®/American Lawyer Guide to the Leading 500 Lawyers in Canada.
  • Matt Certosimo and Margot Blight are both Certified Specialists in Labour Law (Law Society of Upper Canada).

Representative Work

  • Successfully defended a national licensing agency in a negligence claim brought forward by an employee.
    Amaral v. Canadian Musical Reproduction Rights Agency Limited, 2009 Ontario Court of Appeal – The Firm successfully defended the Agency against an action for negligence commenced by an employee. The employee suffered a complete mental breakdown after she was reprimanded for her poor attendance and advised that continued lateness would result in future disciplinary action up to and including dismissal. The Court concluded that the conduct of the employer was reasonable in that her managers were not aware that she was in poor health and thought that she was disgruntled because she had been passed over for a promotion.
  • Represented a national retailer in an arbitration regarding an employment termination based on theft.
    Real Canadian Superstore (Fortino’s Supermarkets Ltd.) v. United Food and Commercial Workers, Canada Local 175, 2008 Ontario Labour Arbitration – The Firm was successful at arbitration on behalf of Real Canadian Superstore. In this arbitration, an employee discharge based on theft was upheld. Despite 17 years of seniority and a clean discipline record, the employee habitually engaged in petty theft, contrary to several orientations and meetings explaining that this was against work policy. The arbitrator found that the trust between the two parties had been irretrievably severed and could not be restored, dismissing the employee’s grievance accordingly.
  • Successfully overturned a lower court decision for the directors of an employer company in which they had previously be found jointly and severally liable for damages for unpaid commissions allegedly owed to the plaintiff.
    Stoody v. Kennedy, 2005 Ontario Court of Appeal – In this case, our Firm was successful in overturning a lower court decision which had found our clients, the directors of the employer company, jointly and severally liable for damages for unpaid commissions allegedly owed to him. The lower court had found in favour of the employee; we appealed this decision. On appeal, the Court of Appeal overturned the lower court decision and found in favour of our clients, concluding that the employee did not satisfy any of the preconditions to a finding of director liability.