Stuart Rudner

Stuart Rudner

Stuart Rudner is the founder of Rudner Law (RudnerLaw.ca). He is a senior lawyer, mediator and arbitrator.

He can be reached at [email protected], (416) 864-8500 or (905) 209-6999, and you can follow him on Twitter @RudnerLaw.

At Rudner Law, we are passionate about helping our clients. We work with employers and individuals at all stages of the employment relationship, from the “courtship” to the marriage to the breakup, including all the bumps along the road.

Our approach is simple. We want to understand people’s circumstances, concerns and goals. We can explain how the law applies to their situation, discuss the options and strategies available, and the pros and cons of each. They can then take all of that into account, along with the business and other factors, and decide what makes sense for their organization.

We work with clients to ensure they understand the legal implications of any issue, as well as their rights and obligations, to minimize the risk of a claim. If, however, a company is faced with a lawsuit, human rights complaint or health and safety claim, Rudner Law will take the lead in preparing a strategy to respond.

Breaching the Canada Labour Code is now even more costly

As of Jan. 1, the code has more teeth to address concerns of frequent non-compliance

Breaching the Canada Labour Code is now even more costly

Monitoring employee activity on work computer at home

Is there a difference between monitoring employees on their work computer while in the office and working from home?

Monitoring employee activity on work computer at home

Beware the short-service employee with an unenforceable termination clause

The ‘rule of thumb’ of one month per year of service is not reflective of reality

Beware the short-service employee with an unenforceable termination clause

When is a release not full and final?

Releases may be considered a formality, but mistakes can lead to regrets for employers

When is a release not full and final?

Help! An employee is claiming constructive dismissal

Does the employee have to keep working to mitigate their damages?

Help! An employee is claiming constructive dismissal

Dismissal for cause: Don't sugarcoat it

Employers should not undermine their position by choosing not to allege cause when it exists

Dismissal for cause: Don't sugarcoat it

Can an employee insist they work from home?

In most cases, an employee cannot dictate the location of their work – but agreements matter

Can an employee insist they work from home?

Discrimination based on sexual orientation

Two Ontario cases highlight protections provided by human rights law

Discrimination based on sexual orientation

No policy, no breach

Dismissals are always risky, and dismissals for cause should always be approached with caution

No policy, no breach

Why the new CEWS doesn’t really make sense

Complexity of program will inevitably reward those who can afford expert advice over those who do not

Why the new CEWS doesn’t really make sense