“Excellence in Wrongful Dismissal and Employment Law”
82 Scollard Street, Toronto, Ontario M5R 1G2
(416) 921 7997 Ext. 225 - email@example.com
Stacey Reginald Ball Employment Lawyer
Why Choose Us?
Stacey Reginald Ball is a nationally known and consulted practitioner in the area of Canadian employment law and labour law. He specializes in wrongful dismissals, and has offices in Toronto, Ontario. He is considered to be one of Canada’s best and leading lawyers in the fields of employment law and wrongful dismissal, and is the author of the leading text book Canadian Employment Law (see below).
Mr. Ball has been winning counsel in many of Canada's leading employment law cases at all levels of court, including the Supreme Court of Canada. He is a former employment law professor at both Osgoode Hall Law School and the University of Western Ontario Faculty of Law.
Ball Professional Legal Corporation's practice includes wrongful dismissal, unjust dismissal, human rights, workers' compensation, post-employment competition, restraint of trade, fiduciary obligations, labour law, sexual harassment, employment contracts and various related areas of litigation.
Mr. Ball creatively and aggressively serves the interests of his clients.
Canadian Employment Law
Mr. Ball is author of the authoritative and definitive text Canadian Employment Law - published by Canada Law Book (a division of Thomson Reuters). The text is used and cited by lawyers, law schools and judges across Canada
To order Mr. Ball's Canadian Employment Law please visit the Carswell Store by clicking here or on the graphic logo image below.
Wrongful Dismissal - Human Rights -Sexual Harassment - Post Employment Competition - Employment Contracts - Restrictive Covenants - Unjust Dismissal - Constructive Dismissal - Labour Law - Appellate Advocacy and Appeals - Second Opinions. Learn about topics our firm represents
Employment Law Consultation
A significant part of our practice is dedicated to meeting with clients to determine rights and remedies that they may have in the employment law context. We endeavour to meet you in a timely and prompt manner to assist you with your concerns.
A consultation may be useful in a number of instances:
A consultation may be useful in a number of instances:
- Has the Employer offered you a sufficient termination package? Given our expertise we can tell you accurately and in a forthright manner whether the package being offered is fair. Entire sections of Stacey Reginald Ball‘s text Canadian Employment Law deal with indicia and criteria the Court uses to assess reasonable notice at common law.
- Is there just cause for dismissal? Our firm can tell you accurately if the employer had sufficient reason to terminate you without proper notice or severance. Was there sufficient insubordination or insolence to justify cause for dismissal? Did the employee receive sufficient and adequate warnings? Was there a conflict great enough to warrant dismissal? Was the employee’s absenteeism sufficient to warrant summary dismissal? Was the employee allowed to make plans to compete as opposed to actively competing while working for the employer?
- Whether there was cause for summary dismissal is nuanced, and the Court requires a contextual approach. We can advise you accurately of the factors that the Court has considered in the past in determining whether or not there was sufficient cause to warrant summary dismissal.
- What steps can you and should you take before leaving your employer? How much notice are you required in law to give to the employer? Are you allowed to take steps to compete? What documents belong to the employer and what documents made in the workplace belong to you?
- Is the restrictive covenant and non-competition agreement you signed enforceable? Are you a fiduciary and hence have limitations in what you can do in post-employment competition? Has your former employer threatened you with legal proceedings or an injunction for post-employment competition or activities?
- Has your employer changed your job, job functions, duties, pay or title? Has the employer engaged in unfair and abusive conduct against you making the workplace intolerable? Are you being micro managed? Are you receiving false and unfair criticism? If so, you may be being constructively dismissed. Ball Professional Corporation routinely negotiates and if necessary prosecutes constructive dismissal claims.
- Do you wish to leave employment because of the employer’s conduct (misconduct), changes in the employment relationship or the creation of intolerable conditions? If so, we may able to assist in negotiating a separation package.
- Are you facing workplace harassment, sexual harassment or being discriminated against contrary to human rights legislation and occupational health and safety workplace harassment legislation?
- Is your Union representing you fairly and properly pursuant to their obligation of fair representation under labour legislation?
- Are you a federal jurisdiction employee (e.g. Bank, Railway, Airline, Broadcasting, Telecom, etc.), hence entitled to re-instatement with back pay under the Canada Labour Code?
- Do you anticipate problems with the employer? If so, we can advise on steps and counter measures you can take in order to either preserve your job or obtain a fair resolution?
(416) 921.7997 Ext. 225, 82 Scollard Street, Toronto, Ontario M5R 1G2, firstname.lastname@example.org