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.

This is all very frustrating, but is it frustration of contract?

The key is whether continued employment has been rendered impossible in the pandemic

This is all very frustrating, but is it frustration of contract?

Temporary layoffs not always allowed

This is no less true when there's a global pandemic

Temporary layoffs not always allowed

You can’t wear that

Disallowing kilts while on duty may be unfair but it’s not discriminatory

You can’t wear that

Changing a benefits package

Can an employer make significant changes to a benefits package without notice or consideration to employees?

Changing a benefits package

Providing information on company policies

If an employer sends out an email to employees containing certain rules and policies, do these rules and policies still need to be posted or stored somewhere for employees to access?

Providing information on company policies

The best way to achieve a good settlement is to prepare for trial

Many employers and their lawyers do not take the time to properly prepare for mediation, simply going through the motions

The best way to achieve a good settlement is to prepare for trial

Studying for exams no excuse for excessive absenteeism

Arbitrator upholds termination for cause in Ontario

Studying for exams no excuse for excessive absenteeism

A rundown of common mediation mistakes

Unrealistic expectations make for a lengthier, bumpy process

A rundown of common mediation mistakes

Retrospective dismissal not allowed

Suspension without pay can be perceived as disciplinary in nature

Retrospective dismissal not allowed

Lack of disclosure leads to dismissal

B.C. employee cites privacy concerns in refusing to provide medical info

Lack of disclosure leads to dismissal