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.

How to increase your severance costs

B.C. case highlights importance of treating employees right in a dismissal

How to increase your severance costs

Seeking repayment when dismissed employee ignores release

If a terminated employee signs a release in exchange for an additional severance payment and then begins legal action against the employer anyway, can the employer try to get that payment back?

Seeking repayment when dismissed employee ignores release

A second opinion on IMEs

If an employee on medical leave undergoes an independent medical examination and is cleared for work, can the employer seek a second opinion?

A second opinion on IMEs

Employee privacy and vaccination disclosure

Do employers have a right to reveal which workers have been vaccinated?

Employee privacy and vaccination disclosure

Are COVID-related layoffs constructive dismissals?

Third decision delivers worse news for employers: risk of punitive damages

Are COVID-related layoffs constructive dismissals?

Termination: Know your options

Employers may not appreciate alternatives such as salary and benefit continuance or working notice

Termination: Know your options

There is nothing inherently wrong with discrimination

Sign mentioning ‘long-haired, freaky people’ raises issue of discrimination in hiring

There is nothing inherently wrong with discrimination

Manufacturing allegations of cause can increase severance costs

B.C. case involved vacation entitlement, share bonus compensation

Manufacturing allegations of cause can increase severance costs

Returning employees from layoff with reduced pay

If employees were temporarily laid off during the pandemic, can the employer bring them back at reduced pay until revenues reach pre-pandemic levels?

Returning employees from layoff with reduced pay

Internet requirements for remote employees

Can an employer require remote employees to have a certain level of internet service and security?

Internet requirements for remote employees