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.

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

Being strategic with termination clauses

Recent Ontario case highlights importance of carefully drafted clauses

Being strategic with termination clauses

The legality of terminating a transgender pastor

Can a Baptist church dismiss a pastor who, six years into her tenure, publicly reveals that she is transgender?

The legality of terminating a transgender pastor

Work is not optional

Many employers are having difficulty finding workers to restart their operations because people are reluctant to return to work

Work is not optional

Can employers ask workers if they attended a protest?

Employers have an obligation and a vested interest in providing a safe and healthy work environment

Can employers ask workers if they attended a protest?

Be sure to check your contracts

Court of Appeal rules that one invalid part voids the entire termination clause

Be sure to check your contracts

The value of contracts in a pandemic

Beware of claims for constructive dismissal after temporary layoffs

The value of contracts in a pandemic