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 stuart@rudnerlaw.ca, (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.

Good news regarding length of reasonable notice

But bad news regarding common law entitlement to bonus payments

Good news regarding length of reasonable notice

Ditching Don Cherry

Lessons from the dismissal of controversial hockey commentator

Ditching Don Cherry

Understanding legal obligations in an amalgamation

Employers may expose themselves to significant liability

Understanding legal obligations in an amalgamation

Promoting the business on employees’ personal social media

Asking employees to refer to the business on their own social media accounts

Promoting the business on employees’ personal social media

Assigning duties of departed employee to others

When a departed employee isn't replaced

Assigning duties of departed employee to others

‘Saving clause’ could not save termination clause

Ontario case looks at clause attempting to contract out of ESA requirements

‘Saving clause’ could not save termination clause

No duty to accommodate if employee not suffering from addiction

A CNR train conductor was terminated after a derailment investigation

No duty to accommodate if employee not suffering from addiction

Employee’s change of heart upheld by Ontario Court of Appeal

An employer should make inquiries to ensure the employee truly understands the finality and impact of their decision

Employee’s change of heart upheld by Ontario Court of Appeal

Comparable employment does not mean any employment

The test is whether a reasonable person in the employee’s position would have accepted the offer

Comparable employment does not mean any employment

Case update: Imperial Oil

Discrimination against applicant who was not a Canadian citizen costs company $120,000

Case update: Imperial Oil