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Willson Lewis LLP

. Willson Lewis LLPBiographiesCATHERINE E. WILLSON, B.A., LL.B., PARTNERA longstanding member of the Ontario Bar Association, Catherine E. Willson is a founding partner of Willson Lewis LLP, and has established a successful practice in employment law, civil litigation, equine, collections, construction, and family law. She was an executive member of the Canadian Bar Association (Ontario)

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Willson Lewis LLP

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    4. dispute resolution court actions, applications, injunctive relief commercial disputes personal disputes mediation and arbitration Experienced counsel practising in:

    5. construction projects (general contract/project management/design build) preparation of construction contracts tender advice and resolution of disputes negotiation and litigation of construction disputes including lien actions and breach of trust issues Experienced counsel practising in:

    6. Dispute resolution, litigation purchase and sale agreements, boarding agreements and leasing agreements co-ownership agreements and syndications Experienced counsel practising in:

    7. EMPLOYMENT RELATED STATUTES

    8. HIRING – EMPLOYMENT CONTRACTS

    9. JOB OFFERS

    10. EMPLOYMENT CONTRACTS

    11. TESTS – INDEPENDENT CONTRACTOR

    12. COMPANY DO’S:

    13. COMPANY DO’S:

    14. COMPANY DO’S:

    15. COMPANY DON’TS:

    16. COMPANY DON’TS:

    17. DUTY TO ACCOMODATE

    18. DUTY TO ACCOMODATE

    19. EMPLOYEE MANAGEMENT DO’S

    20. DISMISSAL

    21. DISMISSAL

    27. The Employment Standards Act, 2000 Calculating severance pay 65.  (1)  Severance pay under this section shall be calculated by multiplying the employee’s regular wages for a regular work week by the sum of, the number of years of employment the employee has completed; and the number of months of employment not included in clause (a) that the employee has completed, divided by 12.

    28. Canada Labour Code DIVISION X INDIVIDUAL TERMINATIONS OF EMPLOYMENT Notice or wages in lieu of notice 230. (1) Except where subsection (2) applies, an employer who terminates the employment of an employee who has completed three consecutive months of continuous employment by the employer shall, except where the termination is by way of dismissal for just cause, give the employee either (a) notice in writing, at least two weeks before a date specified in the notice, of the employer’s intention to terminate his employment on that date, or (b) two weeks wages at his regular rate of wages for his regular hours of work, in lieu of the notice.

    29. Canada Labour Code DIVISION XI SEVERANCE PAY Minimum rate 235. (1) An employer who terminates the employment of an employee who has completed twelve consecutive months of continuous employment by the employer shall, except where the termination is by way of dismissal for just cause, pay to the employee the greater of (a) two days wages at the employee’s regular rate of wages for his regular hours of work in respect of each completed year of employment that is within the term of the employee’s continuous employment by the employer, and (b) five days wages at the employee’s regular rate of wages for his regular hours of work.

    30. REASONABLE NOTICE

    31. HOW TO TERMINATE

    32. MANDATORY RETIREMENT

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