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STACEY REGINALD BALL

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Stacey Reginald Ball

Toronto Employment Lawyer

Stacey Reginald Ball is a wrongful dismissal lawyer in Toronto. As an employment lawyer he 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. Mr. Ball is the author of the leading treatise Canadian Employment Law. 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. Mr. Ball is a former employment law professor at Osgoode Hall Law School and the Faculty of Law at Western.

Stacey 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.

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Toronto Wrongful Dismissal Lawyer

Have you been recently terminated from your job? You are in need of an employment lawyer in Toronto. This happens to almost everyone at some point in their lives, but that does not make it any less stressful or frustrating. It is important to contact a legal professional who can tell you whether the termination was legal or if it a case of wrongful dismissal. Wrongful dismissal can take many different forms. For example:

  • If your employer terminated you without cause, and they are refusing to give you reasonable notice.
  • If your employer is claiming there is just cause to fire you, but you disagree with their reasons.
  • If your employer has changed some part of your job, so that you’re not even doing the work you agreed to do (see Constructive Dismissal).

Being fired is always difficult. Trust the experts at Ball Professional Corporation to protect your rights and help yourself move on to new and better opportunities.

CONTACT STACEY R. BALL

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Types of Cases – Employment Lawyers Toronto

Unjust Dismissal

Unjust dismissal is a special remedy from the Canada Labour Code that may be available if you are both a (a) federally regulated and (b) non-unionized employee who has been improperly terminated. Common industries include airlines, banks and railways. The point is to protect you from arbitrary dismissal. Your employer either has to have a valid reason to terminate you or there must be a discontinuance of the job function.

Unjust dismissal is a powerful remedy that is not available in every situation. If you believe your employer has terminated you without good reason, don’t delay and contact Ball Professional Corporation. Our experts can advise you on whether you should proceed with adjudication under the Canada Labour Code or you should begin a wrongful dismissal lawsuit.

Just Cause For Dismissal

It is a serious situation if your employer has fired you for “just cause”. When an employer terminates an employee for “just cause”, they are claiming they have a legitimate reason to terminate them. Basically, they need to show some proof of “gross misconduct”. This is a big deal, because an employee who is legitimately fired for “just cause” is not entitled to any termination or severance pay. Common behaviors that might count as gross misconduct include theft, fraud and violence.

If you disagree with your employer’s reasons and think you are being treated unfairly, contact the professionals at Ball Professional Corporation. We can help you to challenge the termination if your work behavior did not warrant being terminated for “just cause”, the capital punishment of employment law.

Sexual Harassment

Everyone deserves a workplace free of harassment, including sexual harassment. Unfortunately, sexual harassment is still extremely common in the workplace. Sexual harassment can range from verbal comments to touching to sexual assault. If you have experienced any form of sexual harassment, you should speak to us about your options. Employers are supposed to develop policies to protect workers against sexual harassment, but oftentimes the policies are either not strong enough or they are ignored completely.

If you have experienced sexual harassment in the workplace, contact Ball Professional Corporation for assistance. We can help you file a Human Rights Complaint or pursue a civil lawsuit for a tort like assault or constructive dismissal. You have options and we can help you choose the best one that compensates you for the harassment you suffered and that lets you move forward in your job and in your life.

Termination Clauses

Employers often try to include termination clauses in your employment agreement. If a termination clause is enforceable, it will limit the amount of “reasonable notice” that you receive if you are terminated. Many employees accept these termination clauses at face value, which comes back to bite them if they are ever fired. Look out for your best interests and consult with Ball Professional Corporation before you make the same mistake!

If a termination clause is not enforceable, you may be entitled to the notice period that is calculated according to the common law. This amount is usually much higher. Whether you are signing a new contract and you want advice on the enforceability of a termination clause, or you have been terminated and you want help fighting the termination clause after the fact, we are here to help.

Reasonable Notice

In Ontario, most employees can be terminated “without cause”. This means that for some reason or another, your employer has decided to let you go. When this happens, your employee has to provide you with the appropriate amount of “notice” or “pay in lieu of notice.” For example, you could receive 4 weeks of “notice” or 4 weeks of “pay in lieu of notice”, so you don’t actually need to keep coming into work for those 4 weeks. The amount depends on many factors, and it’s important because it will also affect any “severance” that you may receive.

Everyone is entitled to the minimum notice provided by the Employment Standards Act. Knowing this, employers often try to limit the amount of reasonable notice to this minimum, so they do not need to provide the common law notice period, which can be much higher. You may be entitled to more than you are told, and we at Ball Professional Corporation can help you tell. Contact us if you are signing an employment agreement, where we can review any termination clause, or if you have been recently terminated and want to make sure you are being properly compensated.

Non-Competition / Non-Solicitation

If you are signing an employment contract, you may find that it contains a Non-Competition or Non –Solicitation clause. An employer may even want you to sign a separate Non-Competition or Non-Solicitation Agreement. This is quite common, but that doesn’t mean you should take it lightly! Non-Competition clauses or agreements prevent employees from working with an employer’s competitor for a specific period of time. In other words, it may prevent you from finding work after you have moved on. This can be a real problem that causes lots of stress, especially if you work in a specialized field with few job opportunities that are physically close to you.

Non-Solicitation clauses or agreements are similar, but they try to prevent departing employees from poaching former customers, clients, suppliers or coworkers. These types of agreements are legal if they are “reasonable”. To decide whether an agreement is reasonable, courts will consider the length of the restriction, the geographic scope and whether the restriction was even clear. Contact Ball Professional Corporation for advice if you are being asked to sign a non-competition or non-solicitation agreement. It could have a big impact on your future career prospects, so please don’t hesitate to reach out.

Constructive Dismissal

If your employer has significantly changed the terms or conditions of your job, you may have experienced a constructive dismissal. Examples of changes include change to your compensation, your title, your job duties, your office location or the hours that you work. By changing some aspect of your job, the employer has essentially terminated you.

Constructive dismissal is like a type of wrongful dismissal. You may be eligible for damages if this happened to you, or we can help to negotiate an exit package that fairly reflects your situation. Don’t delay in contacting Contact Ball Professional Corporation to help determine whether you have been constructively dismissed.

Employment litigation can be extremely complex area of labour law. Professional legal advice should be sought at an early stage to help you win your case. If you require legal advice and assistance in an employment matter, please contact the experts at Ball Professional Corporation.

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Additional Articles About Employment Law

  • Non-Compete Provision Upheld Notwithstanding Working for Workers Act, 2021

    What are the Laws for Commission Employees in Ontario?

    August 7, 2023
    Stacey R. Ball

    So, you’ve been hired in a commission-based role – What are your legal rights? Commission as a form of Wage Commission is a form of compensation that is based on job performance. The Employment Standards Act (ESA) deems commissions to be a form of wage. Employers will usually provide their employees with an employment contract, such as a commission agreement that...

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  • Human Rights Claim Lawyer Toronto

    Can an Employer Rescind a Job Offer?

    August 4, 2023
    Stacey R. Ball

    Have you been offered a job but now your employer wants to rescind that offer? – You may be entitled to financial compensation.There are several reasons why an employer would want to rescind a job offer. For instance, an employee may have been hired before a period of economic downturn, and as a result the employer no longer has...

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  • Necessity of Consideration

    At-Will Employment in Canada

    August 2, 2023
    Stacey R. Ball

    You’ve been hired under an at-will employment contract and you’re wondering if this is enforceable in Canada – the answer is no. What is At-Will Employment? At-will employment is a type of employment that can be terminated at any point in time without providing cause and without providing any reason or notice to the employee. At-will employment is at the will...

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  • Paid sick leave

    Can You Get Fired for Calling In Sick?

    July 31, 2023
    Stacey R. Ball

    Employees may often worry whether they can be fired for taking time off from work due to illness. The short answer is – no. Sick Leave and Statutory Provisions According to our wrongful dismissal lawyer in Toronto, An employer cannot fire an employee for taking legitimate sick days or a medical leave of absence. According to the Employment Standards Act, employees...

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  • Severance Pay Lawyer Toronto

    Is Work Suspension Paid in Ontario?

    July 28, 2023
    Stacey R. Ball

    Employees who have been suspended from their jobs may wonder whether they are entitled to financial compensation. The short answer is – it depends. Administrative Suspension & Constructive Dismissal There are two primary reasons for placing an employee on suspension. The first is an administrative suspension, which is often for investigative reasons and the second is a suspension for disciplinary...

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  • Progressive Discipline?

    April 29, 2023
    Stacey R. Ball

    What is it? The legal concept of progressive discipline in Ontario is a system designed to manage employee performance and behaviour in the workplace. The goal of this system is to provide a structured approach to dealing with employee misconduct while giving employees the opportunity to correct their behaviour before being subjected to more severe disciplinary measures.The concept of progressive...

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  • Claim Constructive Dismissal Lawyer Toronto

    Notice of Resignation in Ontario

    April 28, 2023
    Stacey R. Ball

    When an employee decides to leave their job, it's essential to give their employer enough notice to ensure a smooth transition. In Ontario, there are specific rules and regulations regarding how much notice an employee should give their employer when quitting their job. In this blog post, we will discuss these rules and why they're essential for both employees...

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  • Terminate without cause

    What is the Duty to Mitigate and How does...

    April 22, 2023
    Stacey R. Ball

    What is Mitigation? When an employee is terminated without cause, they have a duty to make reasonable attempts to find comparable employment in order to mitigate their losses from the dismissal. There are various legal issues and scenarios that make the duty to mitigate less clear-cut than it seems. How to Comply with the Duty to Mitigate: As stated, a terminated employee...

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  • Can My Employer Fire Me If I Don’t Want To Go To Work Because Of Covid-19?

    Grounds for Discrimination in the Workplace

    April 21, 2023
    Stacey R. Ball

    What is Discrimination? Under the Ontario Human Rights Code, workplace discrimination is defined as any conduct or action, intentional or not, that treats someone differently or adversely because of a protected characteristic. The protected characteristics under the Code include:Race Ancestry Place of origin Colour Ethnic origin Citizenship Creed (religion) Sex (including pregnancy and gender identity) Sexual orientation Age Marital...

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  • Should You Accept Alternate Work in the Same Company?

    Notice Award Greater than 24 Months

    February 23, 2023
    Stacey R. Ball

    When an employee is terminated without cause, they are offered a severance package. While many people believe that common law notice is generally one month per every year of service, this is not entirely accurate.In determining what the common law notice period is, a court will use, but is not necessarily limited to, the following factors:Character of the...

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  • Should You Accept Alternate Work in the Same Company?

    Is CERB Deductible from Wrongful Dismissal Damages?

    February 5, 2023
    Stacey R. Ball

    To help millions of Canadians, the Federal Government started the Canadian Emergency Response Benefit (CERB) program, which provided recipients with funding while they were unable to go back to or find new work.A portion of the CERB recipients was also terminated. When an employee is terminated and provided a severance package, there can be an obligation to find new...

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  • The Labour Relations Act Stacey Ball

    When a Non-Competition Clause is Disguised as a Non-Solicitation...

    February 3, 2023
    Stacey R. Ball

    It is a commonplace for employers to include restrictive covenants in employment contracts in order to try and protect their business from future competition should the employee. Restrictive covenants are non-competition and non-solicitation clauses. These types of provisions are meant to set limitations on an employee’s ability to compete unfairly with the previous employer. What are Non-Competition and Non-Solicitation Clauses? A...

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  • Workplace Discrimination And Harassment Lawyer Toronto

    Can an Employer Change an Employment Agreement Without Consent?

    February 1, 2023
    Stacey R. Ball

    When someone is hired, there is an agreement between the employer and the employee. This agreement sets out the terms and conditions of employment. In simple terms, it outlines the services the employee will provide the employer, and the compensation the employee will receive for providing those services.The general rule for employers changing the employment contract is if there...

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  • Overtime Pay in Lawyer Ontario

    The Future of Remote Employment

    January 30, 2023
    Stacey R. Ball

     As the worst of the Pandemic moves further into our rearview mirror, more employers are asking their employees to return to the office either five days a week or in a hybrid model. Who Can Work Remotely? Not all employees are capable of working from home. It will depend on the nature of the employment relationship. Some employment contracts for office...

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  • Termination of Employment Without Cause

    short-service-employees-large-severance-package

    January 7, 2023
    Stacey R. Ball

    Employees terminated after being employed for a short period of time commonly believe they are entitled to a small severance package. However, this is not always the case. Under common law, individuals who are terminated without cause must be given reasonable notice or paid in lieu of notice.Determining how much severance pay one is owed depends on a number...

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  • Family Status Discrimination Law Ontario

    How Bereavement Leave Works in Ontario

    December 8, 2022
    Stacey R. Ball

    An unfortunate part of life is dealing with the passing of family members. Thankfully in Ontario, the law allows employees to take time off during that difficult time. Yet, there are limits to when an employee is entitled to bereavement leave and how much time they are eligible to be absent from work.The Employment Standards Act, 2000 (ESA) provides...

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  • Injunction Against Former Employee

    Recording Conversations in the Workplace

    November 29, 2022
    Stacey R. Ball

    A common question that employees have is if they can record their conversations in the workplace. There are several reasons why one may want to create a recording. One obvious reason is trying to prove wrongdoing by a co-worker, superior or subordinate.Firstly, you can record conversations with other members of your workplace. The Criminal Code outlines that individuals can...

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  • Disability Insurance Claim Denials Lawyer Toronto

    Break In Service Time

    November 21, 2022
    Stacey R. Ball

    A common issue terminated employees have is that they may have left their employer for a period of time and then rejoined at a later date. It is very important to determine if there has been a break in service as this could drastically change termination entitlements at common law. The Ontario Court of Appeal recently dealt with this...

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  • Interpretation of Termination Employment Lawyer Toronto

    New Minimum Wage Law in Ontario

    November 12, 2022
    Stacey R. Ball

    The minimum wage is one of the most talked about employment laws, as it is something that overtly affects so many people in Canada. Depending on what province you are in and on your employment contracts, you may have a different minimum wage compared to Ontario (which is the focus of this post).As of October 1st, 2022, a new...

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  • Termination of Employment With or Without Cause Lawyer

    Illegal Termination Clauses and Fixed Contracts

    October 4, 2022
    Stacey R. Ball

    Almost all employment contracts include a termination clause. Yet, not all termination clauses are enforceable. The consequences of this can be severe for an employer. This is well exemplified in the 2022 Ontario Superior Court decision, Tarras v. The Municipal Infrastructure Group Ltd. Background: In late 2019, Plaintiff, Mark Andrew Tarras, agreed to a three-year, fixed-term employment contract with Defendant, The...

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  • Independent Contractor v. Employee in Ontario

    Return to Office Looms – What Employers and Employees...

    September 27, 2022
    Stacey R. Ball

    Now that Labour Day has passed, the expectation is that more Employers will continue to request that their employees return to the office. Bay Street law firms, big banks and companies such as Apple have announced that their employees will be returning to the office in a hybrid format. While not every company will require its employees to return...

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  • Resignation and Wrongful Resignation Lawyer Stacey Ball

    An Employees Right to Disconnect After Working Hours

    August 25, 2022
    Stacey R. Ball

    A common complaint from employees (and their family and friends) is that they cannot seem to get away from work, even after they’ve left the office to go home at night. Technology has allowed many individuals to take their work home with them, which was only been exacerbated by the pandemic because so many people were, and continue to...

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  • How to Contest a Wrongful Dismissal Ontario

    Threats in the Workplace: Cause for Termination

    May 26, 2022
    Stacey R. Ball

    Workplace violence, as defined under the Ontario Occupational Health and Safety Act, includes not only physical violence but also statements or behaviour that can be interpreted as threats of violence. The Act further imposes an obligation on employers to take every precaution reasonable in the circumstances for the protection of a worker. It should come as no surprise, therefore,...

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  • Injunction Against Former Employee

    Secretly Recording Co-Workers: Just Cause for Dismissal?

    May 22, 2022
    Stacey R. Ball

    In a recent decision of the British Columbia Supreme Court, Justice Branch was tasked with determining whether or not “the surreptitious recording of one’s fellow employees” could serve as a proper basis for dismissal. The Parties This case concerned the termination of Mr. Shalagin from his position as a senior financial analyst with the defendant employer, Mercer Celgar Limited Partnership (“Mercer”),...

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  • Constructive Dismissal During Covid-19

    Unsigned Employment Contract Upheld by B.C. Court

    May 21, 2022
    Stacey R. Ball

    Many employees might believe that because they never physically signed their written employment agreement, it does not apply to them. A recent decision of the Supreme Court of British Columbia, however, might suggest otherwise. Here, a termination provision found within an unsigned employment contract was upheld. The Facts and Impugned Termination Provision The employee in this case had worked for the...

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  • Non-Compete Provision Upheld Notwithstanding Working for Workers Act, 2021

    Non-Compete Provision Upheld Notwithstanding Working for Workers Act, 2021

    May 20, 2022
    Stacey R. Ball

    In November 2021, the Ontario government passed the Working for Workers Act, 2021, new legislation that, among other things, prohibits non-competition clauses in employment agreements. However, a recent decision of the Ontario Superior Court revealed a reluctance to apply the prohibition to non-compete clauses that already exist. Parekh et al v. Schecter et al The Facts The Plaintiffs, in this case,...

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  • Termination Lawyer Toronto

    Terminating Probationary Employees: Canada (AG) v Alexis

    March 8, 2022
    Stacey R. Ball

    This decision concerns the termination of a public sector employee and the interplay between two pieces of legislation: the Federal Public Sector Labour Relations Act and the Public Service Employment Act. The legal principles discussed herein may not be relevant outside the context of a public sector employee. However, the legal principles and tests may be similar to those...

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  • Constructive Dismissal Lawyer Stacey Ball

    Unfair Investigation Leads to Termination: Rejected by Courts

    March 6, 2022
    Stacey R. Ball

    On March 7, 2019, Mr. Czerniawski had an argument with a co-worker. The encounter quickly became heated. Emotions were high, voices were raised and, allegedly, threats were made. Mr. Czerniawski was instructed to leave the work premises but refused to do so. Police were called and Mr. Czerniawski was escorted out of the building. He was then told not...

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  • Claim Constructive Dismissal Lawyer Toronto

    Employment Contract Successfully Limits Common Law Reasonable Notice

    March 5, 2022
    Stacey R. Ball

    It is well known that employment contracts of an indefinite period (i.e., not fixed term contracts) give rise to a duty wherein employers must give reasonable notice, or pay in lieu of such notice, to employees whose employment is being terminated without cause. The Employment Standards Act, 2000 provides the absolute minimum period of notice required by such a...

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  • Employment Lawyer Toronto

    Successor Employers and Reasonable Notice Periods

    March 4, 2022
    Stacey R. Ball

    In the event of a termination without cause, employees are generally entitled to a reasonable notice period. The purpose, of course, is to provide dismissed employees with an opportunity to find alternative suitable employment. At common law, reasonable notice periods are calculated with reference to a number of well-known considerations, including:The character of the employment; The employee’s length...

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  • Mandatory Vaccination

    Arbitration: Employee Must Disclose Vaccination Status

    March 3, 2022
    Stacey R. Ball

    An arbitration decision released January 12, 2022 has joined the persistently growing list of decisions upholding COVID-19 vaccination mandates, as well as the discipline contemplated for those employees who fail to meet the mandate’s requirements.In Teamsters Local Union 847 v Maple Leaf Sports and Entertainment, Arbitrator Norm Jesin was tasked with deciding whether or not the MLSE’s vaccine mandate...

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  • Disability Insurance Claim Denials Lawyer Toronto

    Emailing Your Lawyer from Your Work Email: Solicitor-Client Privilege

    March 2, 2022
    Stacey R. Ball

    In Jean-Sébastien Leroux v. Proex Inc., 2022 ONSC 319, an employee made a mistake that no employee should make: they used their work email address to communicate with their wrongful dismissal lawyer. This is dangerous. If your employer is able to access your work email, then you run the risk of them discovering the confidential legal advice you received...

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  • Non-Compete Provision Upheld Notwithstanding Working for Workers Act, 2021

    Fixed Term Contracts as a Form of Reasonable Notice

    March 1, 2022
    Stacey R. Ball

    When considering the duration of an employment relationship, there are two primary options: either the employment period is for a fixed term, meaning the parties agree that the relationship lasts only until a specified date, or the employment period is indefinite, meaning it continues until it is terminated, for example, by the employee resigning or being fired.The distinction is...

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  • manager

    Abandonment or Termination: Wong v Polynova Industries Inc.

    February 6, 2022
    Stacey R. Ball

    Did the employee abandon their employment, or was their employment terminated by the employer? That was an essential question in the recent British Columbia Supreme Court decision, Wong v Polynova Industries Inc. We canvassed job abandonment in an earlier blog post, and revisit it today for the purpose of discussing this case.  Mr. Wong’s Absence This case concerned Mr. Wong, a...

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  • Claim Constructive Dismissal Lawyer Toronto

    “Saving Clause” Does Not Save Illegal Contract

    February 2, 2022
    Stacey R. Ball

    A recent decision of the Ontario Superior Court, Campbell-Givons v. Humber River Hospital, like many others over the past year, involved an employee who had been fired pursuant to a “just cause” termination provision. As we have seen, employment contracts that allow for the termination of employees for “just cause” have frequently been found unenforceable (although not always) for...

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  • Taking Clients From Former Employers

    Fiduciary Employees: Impact Security Group Inc. v. Brown

    January 31, 2022
    Stacey R. Ball

    In Canadian employment law, not all employees or dependent contractors are alike. Some, by virtue of their high position with the employer's organizational hierarchy, are a type of employee that owe greater obligations to their employer than other employees. These are fiduciary employees, and they owe fiduciary obligations to their employers that go above and beyond what is typically...

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  • My Employer Is Forcing Me To Leave My Job

    New CIRB Decision Comments on Manager Exception to Unjust...

    January 27, 2022
    Stacey R. Ball

    The Canadian Industrial Relations Board has released new decisions concerning the “managerial exception” found in section 167(3) of the Canada Labour Code – a provision which excludes “Managers” from the Code’s unjust dismissal regime. This decision follows the Board’s decision in Saunders v WestJet, which was the focus of an earlier blog post concerning the managerial exception.This blog post...

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  • Resignation and Wrongful Resignation Lawyer Stacey Ball

    Age Isn’t Everything: 61-Year-Old Gets 2 Months Notice

    January 23, 2022
    Stacey R. Ball

    We often think of an employee’s old age as being a very commanding consideration in the determination of reasonable notice periods. After all, it is often more difficult for older employees to find new work, not to mention the stress of having to start over somewhere new late in one’s life. However, in Flack v. Whiteoak Ford Lincoln Sales...

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  • Mandatory Vaccination

    Strong Start to 2022 for COVID-19 Vaccine-Related Terminations

    January 19, 2022
    Stacey R. Ball

    Throughout the previous year, we have seen many workplaces adopt controversial COVID-19 vaccine mandates. To some, it is a necessary measure to protect the workforce and the Canadian public at large. To others, it is a violation of bodily autonomy and human rights. Given this divide, it is unsurprising that many individuals have refused to become vaccinated notwithstanding the...

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  • Injunction Against Former Employee

    Sokoloff Lawyers Successful Injunction Against Former Employee

    January 11, 2022
    Stacey R. Ball

    In a recent decision of the Ontario Superior Court, popular personal injury law firm Sokoloff Lawyers won an injunction against six former employees who had been working out of the firm’s Brampton office. Notably, Savannah Chorney, the leading lawyer at the Brampton office, had plans to start her own firm and intended to work out of the very same...

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  • Constructive Dismissal

    Constructive Dismissal Resulting in High Damage Award Upheld by...

    January 9, 2022
    Stacey R. Ball

    McGuinty v. 1845035 Ontario Inc. (McGuinty Funeral Home) is a case unlike many others, in the sense that it involved a particularly large award of wrongful dismissal damages: $1,274,173.83. There are not many scenarios in the context of employment law which could support such an immense award of damages. So alarmingly high was the award that the defendants actually...

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  • Terminate without cause

    Three Days of Work, Three Months of Pay: Dalton...

    January 7, 2022
    Stacey R. Ball

    Employers should expect to provide some compensation to employees they terminate without cause. The amount of compensation depends on a number of factors, such as the nature of the employment, the availability of similar employment, the age of the employee, and the amount of time the employee spent working for the employer. These factors are not always given equal...

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  • manager

    What Makes a Manager? Saunders v WestJet, an Alberta...

    January 5, 2022
    Stacey R. Ball

    Ms. Saunders was an agency sales representative with WestJet, her employer. She was terminated from this position on July 29, 2019. Following her termination, Ms. Saunders filed a complaint of unjust dismissal under section 240(1) of the Canada Labour Code (the “Code”). A finding that Ms. Saunders was unjustly dismissed under the Code would entitle her to reinstatement with...

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  • Dismissal Damages

    CERB Continuing to be Deducted from Wrongful Dismissal Damages...

    January 3, 2022
    Stacey R. Ball

    I wrote a blog post this past August discussing the potential impact of Canada Emergency Response Benefit (CERB) payments on wrongful dismissal damages. We looked specifically at the British Columbia Supreme Court’s decision in Hogan v 1187938 B.C. Ltd (“Hogan”), where Justice Gerow decided that CERB payments were deductible from wrongful dismissal damages. The rationale was that allowing the...

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  • Necessity of Consideration

    The Necessity of Consideration – Matijczak v. Homewood Health...

    January 1, 2022
    Stacey R. Ball

    This recent decision of the British Columbia Supreme Court touches on a fundamental principle of contract law: that a contract is not enforceable unless consideration (i.e. something of value, including promises to do something) has been given in exchange. Where there is an agreement between two parties and one of those parties is offering nothing to the other, then...

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  • Non-Compete Provision Upheld Notwithstanding Working for Workers Act, 2021

    More Evidence that COVID-19 Can Increase Notice Periods

    December 30, 2021
    Stacey R. Ball

    Not long ago, the Ontario decision Kraft v. Firepower Financial Corp. demonstrated the willingness of courts to award higher notice periods to employees who demonstrated clear mitigation efforts in spite of the many difficulties stemming from the COVID-19 pandemic and its crippling effects on the job market. Lest we began to believe such a holding was an anomaly, the...

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  • TTC Vaccine Policy

    TTC Union Loses at Court: No Injunction for Vaccine...

    December 28, 2021
    Stacey R. Ball

    On September 7th, 2021, the Toronto Transit Commission announced its mandatory vaccination policy. According to this policy, employees or dependent contractor who have not had their COVID-19 vaccine would be placed on unpaid leave beginning November 21st. Those who remained unvaccinated would then be terminated with cause (i.e., without any severance pay) on December 31st. Unsurprisingly, not everybody at the TTC...

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  • Mandatory Vaccination

    Mandatory Vaccination Policy Found Unreasonable in Arbitration

    December 26, 2021
    Stacey R. Ball

    In early November, 2021, Arbitrator John Stout was tasked with deciding whether or not the mandatory vaccination policy introduced by the Electrical Safety Authority (“ESA”) was reasonable. This is currently a very hot issue, as many employees throughout Ontario are finding their employment jeopardized as a consequence of workplace vaccine mandates.The ESA has a reputation as a safety organization....

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  • Paid sick leave

    British Columbia to Give Workers Five Days of Paid...

    December 24, 2021
    Stacey R. Ball

    It was recently announced that, as of January 1st, 2022, British Columbia will be the first and only province in Canada to provide all their workers (even those working part-time) with five days of paid sick leave each year. The change was announced by Labour Minister Harry Bains at a press conference on November 24th, 2021. It will be...

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  • My Employer Is Forcing Me To Leave My Job

    The Consequence of Failing to Mitigate, Even During the...

    December 17, 2021
    Stacey R. Ball

    The Consequence of Failing to Mitigate, Even During the COVID-19 Pandemic In recent Ontario decisions, terminated employees have been awarded higher notice periods due to, in part, their clear efforts to mitigate their damages in light of the COVID-19 pandemic and the demonstrated difficulty it has created in the context of job searching. In doing so, Ontario courts have recognized...

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  • Calculating Severance Pay in Ontario Lawyer

    Currie v. Nylene Canada Inc. : Reasonable Notice Beyond...

    December 15, 2021
    Stacey R. Ball

    Currie v. Nylene Canada Inc. : Reasonable Notice Beyond 24 Months It is generally understood in the world of employment law that 24 months marks the theoretical ceiling in computing reasonable notice of termination. Only very rarely will that ceiling be broken. According to the Ontario Court of Appeal in Dawe v. The Equitable Life Insurance Company of Canada, a...

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  • Just Cause for Dismissal Lawyer Toronto

    No Injunction to Prevent Dismissal in Mandatory Vaccine Case

    December 13, 2021
    Stacey R. Ball

    No Injunction to Prevent Dismissal in Mandatory Vaccine Case  In the first of inevitably many Ontario court proceedings concerning the implementation of mandatory COVID-19 policies in hospitals, the Ontario Superior Court of Justice dissolved an interim injunction to stay the termination of employees who refused to get their vaccines. This decision is particularly important for unionized employees who may hope...

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  • Wrongful Dismissal Lawyer Toronto

    The Right to Disconnect: New Ontario Legislation

    December 10, 2021
    Stacey R. Ball

      The Right to Disconnect: New Ontario Legislation Ontario has recently proposed new legislation aimed towards giving workers the “right to disconnect” from work. The new legislation will require employers with 25 or more employees to implement written policies pertaining to disconnecting from work. According to the legislation, “disconnecting from work” means: “not engaging in work-related communications, including emails, telephone calls,...

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  • Workplace Sexual Harassment Lawyer Toronto

    Apology, No Job – A Serious Approach to Sexual...

    December 7, 2021
    Stacey R. Ball

    No Apology, No Job – A Serious Approach to Sexual Harassment at Work The Ontario Court of Appeal recently upheld the termination of an employee for refusing to accept responsibility and to apologize for conduct that, following an internal investigation, was found to constitute sexual harassment. In so doing, the Court has reminded us all that sexual harassment at work...

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  • Old Age: Reasonable Notice and Mitigation in Hettrick v....

    December 3, 2021
    Stacey R. Ball

    Ms. Beverley Hettrick was hired by her employer in 1996. She worked as a receptionist, bookkeeper and office manager and earned approximately $44,200 per annum and received an annual bonus of $2,600.In September 2015, Ms. Hettrick began a stress-related medical leave. She had a doctor’s note identifying her as being “not presently well enough to return to work”, and...

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  • Employee’s Reasonable Notice Period Lawyer Toronto

    Reasonable Notice: Length of Service Does Not Require Mathematical...

    December 1, 2021
    Stacey R. Ball

    Reasonable Notice: Length of Service Does Not Require Mathematical Certainty In determining reasonable notice of termination periods, courts today continue to be guided by the seminal decision Bardal v. Globe & Mail Ltd. and in particular the following passage:“The reasonableness of the notice must be decided with reference to each particular case, having regard to the 'character of the employment,...

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  • Workplace Bullying Lawyer Toronto

    Labour Arbitrator Has Exclusive Jurisdiction Even Over Human Rights...

    November 29, 2021
    Stacey R. Ball

    Labour Arbitrator Has Exclusive Jurisdiction Even Over Human Rights Complaints A recent decision of the Supreme Court of Canada found a human rights adjudicator did not have jurisdiction to decide the workplace discrimination complaint of a unionized healthcare aide. Rather, that jurisdiction rested solely with the labour arbitrator appointed under the collective agreement and empowered by provincial legislation, unless otherwise...

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  • Non-Competition Agreements and Non-Solicitation Agreements Lawyer Toronto

    “Just Cause” Termination Provision Upheld: A Temporary Win for...

    October 13, 2021
    Stacey R. Ball

    “CannonDesign maintains the right to terminate your employment at any time and without notice or payment in lieu thereof, if you engage in conduct that constitutes just cause for summary dismissal.” In Rahman v Cannon Design Architecture, Justice Dunphy was tasked with deciding whether the above termination provision was legal. At issue was the use of the phrase “just cause...

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  • Family Status Discrimination Lawyer Toronto

    Reference Letters and Employer Risk

    October 8, 2021
    Stacey R. Ball

    It is common for those who are leaving their jobs and seeking new employment to ask their former employer to provide a reference letter. Ideally, these letters will set out their strengths, qualifications and experience in the former position to make it easier for that person to secure new employment. However, not everyone gets the reference letter they want....

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  • Termination for Poor Performance

    Workplace Investigations Prior to Dismissal

    October 1, 2021
    Stacey R. Ball

    At common law, employers do not have a duty to investigate allegations of misconduct prior to dismissing an employee. However, having no duty to conduct investigations at common law does not necessarily mean that courts do not want to see those investigations taking place. In fact, if an employer is required to establish just cause for dismissing an employee,...

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  • Family Status Discrimination Lawyer Toronto

    An Employer's Failure to Act in "Good Faith" May...

    October 1, 2021
    Stacey R. Ball

    An employee who is terminated without cause from their job is generally entitled to receive either reasonable working notice or pay in lieu of notice. Often, employment agreements will contain provisions specifying exactly how much notice or pay is required. These are important provisions for employers as, without these provisions, they may be obligated to pay very high compensation...

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  • Constructive Dismissal During Covid-19

    Is it Possible to Work Without an Employment Contract...

    September 29, 2021
    Stacey R. Ball

    You do not need to sign an employment contract in order to work in Ontario. However, it is also not possible to be working in Ontario without a contract. This is because it is impossible to be in an employment relationship without also being in a contractual relationship. In Ontario, a contractual relationship exists the moment an employment relationship...

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  • Labour Lawyer Toronto

    Employment Abandonment

    September 29, 2021
    Stacey R. Ball

    Abandonment occurs where the words or actions of an employee, viewed objectively, would lead a reasonable person to conclude that the employee had abandoned the contract of employment. Job abandonment reveals the intention of the employee to no longer be bound by the employment contract and consequently results in that contract being repudiated. Once the employee abandons the employment...

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  • Wrongful Dismissal Lawyer Toronto

    When Can An Employee Rescind Their Resignation?

    September 1, 2021
    Stacey R. Ball

    Ideally, you would never resign from a job unless you were absolutely sure that you wanted to. But mistakes happen. Is it possible to “take back” (or rescind) your resignation after it has already been given? Submitting a Valid Resignation In order for this issue to even arise, you must have submitted a resignation. However, a resignation must meet certain requirements...

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  • Sick Day in Ontario

    Fired While Pregnant – How Much Notice?

    August 28, 2021
    Stacey R. Ball

    It is hard to imagine a time where a steady income is more important than when you are bringing a child into the world. Being fired is already a stressful experience. Being fired while pregnant makes everything much, much worse.Thankfully, it appears Ontario Courts are aware of this. In a recent decision, discussed below, the Ontario Superior Court of...

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  • Defamation and Loss of Reputation Lawyer Stacey Ball

    The Importance of Language in Employment Contracts: Termination Clauses

    August 27, 2021
    Stacey R. Ball

    Employment contracts are complicated documents. They need to be just right. Any mistake, however small, could potentially be catastrophic. Entering the wrong words, even so much as two, can have serious consequences. In Lamontagne v. J.L. Richards  Associates Ltd., 2021 ONSC 2133, a recent Ontario decision, this is exactly what happened. At issue in this case was the enforceability...

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  • Human Rights Employment Lawyer

    Who Is Eligible For Pregnancy / Parental Leave in...

    August 12, 2021
    Stacey R. Ball

    Pregnancy Leave and Parental Leave In Ontario, pregnancy leave (i.e., maternity leave) and parental leave are governed by the Employment Standards Act (“ESA”), which establishes minimum employment requirements or standards that all employers must comply with. Under the ESA, pregnant employees have the right to take up to 17 weeks of unpaid time off work. This is known as a...

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  • Can Your Employer Reduce Your Salary

    Employment Insurance and Without Cause Termination

    August 11, 2021
    Stacey R. Ball

    If you have been terminated without cause, you will be eligible to collect Employment Insurance (“EI”). If you were terminated for cause, you will not be eligible for EI. Without cause termination occurs where your employer terminates you without you having done anything seriously wrong to warrant the termination. The very purpose of EI is to provide temporary income...

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  • Can Employers Change Your Work Schedule in Ontario

    Are Work Hours Regulated in Ontario?

    August 10, 2021
    Stacey R. Ball

    How many hours per week can your employer expect or require you to work? How many hours per day? These are questions anyone who works long hours will inevitably ask themselves. Fortunately, work hours are indeed regulated in Ontario and there are maximum amounts of hours per week and per day that an employee can be required to work....

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  • Top Labour Lawyer Toronto

    Long Term Disability Claim Denials For Covid-19 Long-Haulers

    April 21, 2021
    Stacey R. Ball

    With the rampant growth of the Covid-19 cases, there are more and more employees who have unfortunately contracted the virus and thus had to take medical leaves from their work.For some people, the Covid-19 symptoms can last for weeks or even months. This condition can affect any one regardless of age or health conditions. Research shows that an estimate...

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  • Employee’s Reasonable Notice Period Lawyer Toronto

    What You Need to Know About a Fixed-Term Employment...

    April 5, 2021
    Stacey R. Ball

    In this blog, we will explore some common issues that a fix-term contract employee may have in their employment relationship. Fixed Term vs. Indefinite Term Whether a contract of employment is of a fixed or indefinite duration will often be a significant finding.For the indefinite term contracts, the employment relationship is one of continuous service, which is intended to last for...

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  • Employment Contracts Lawyer Toronto

    Changes in the Employment Law Due to Covid-19: What...

    April 2, 2021
    Stacey R. Ball

    Employees are facing new challenges in their workplace due to the Covid-19 pandemic. In this blog, we would like to answer some common questions that employees often raise in connection to their employment. Q: Can my employer lay me off temporarily due to the Covid-19? You could be temporarily laid off by your employer only if the employment contract has specifically...

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  • can my employer fire me COVID-19

    How COVID-19 Impacted Employment Insurance in Ontario

    November 11, 2020
    Stacey R. Ball

    COVID-19 has brought about significant impact on Canadian economy and therefore resulted in considerable instability in the labour market, and many employees are at risk of dismissal. It is thus important for employees to understand how Employment Insurance (EI) has been affected and what benefits are available to them. As of September 27, 2020, there are some temporary changes...

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  • Termination Lawyer Toronto

    Termination Lawyer Toronto

    September 2, 2020
    Stacey R. Ball

    An employer does not need a good reason, or any reason at all, to terminate an employment relationship. However, the obligations of the employer and what is owed to the employee after termination depends on whether an employee was terminated “with cause” or “without cause.”

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  • Termination For Poor Performance Lawyer Toronto

    Termination for Poor Performance

    January 21, 2020
    Stacey R. Ball

     Guide on How to Terminate an Employee for Poor Performance Under the Canadian jurisprudence, the threshold of terminating an employee for just cause due to their poor performance is extremely high. This often results in an unfortunate position for some employers where they fail to establish just cause for termination. They not only have to pay severance packages to the...

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  • Taking Clients From Former Employers

    HOW TO RESTRICT A DEPARTING EMPLOYEE FROM TAKING CLIENTS...

    January 21, 2020
    Stacey R. Ball

    Taking Clients From Former Employers A common issue when employees leave a company for a competitor or start their own business is whether they can take clients with them. Soliciting clients from one’s former organization can be highly irritating to the employer.Fortunately for former employers, provisions in the employment contract can prohibit the solicitation of clients should the employee move...

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  • Bringing Claims After An Executed Release

    Bringing Claims After An Executed Release

    January 17, 2020
    Stacey R. Ball

    After a termination has occurred, employers are quick to offer their dismissed employees a full and final release to be signed whereby the terminated employees agrees to accept the terms of the release and withdraws the right to bring any further action against the employer. Employers after receiving these executed releases will remain content for approximately two years that...

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  • Bonus Payments During Notice Periods Lawyer Toronto

    Bonus Payments During Notice Periods

    January 15, 2020
    Stacey R. Ball

    In the case of Singer v. Nordstrong Equipment Limited, 2017 ONSC 5906, the court held that while the Plaintiff was able to receive payment of his bonus up to the termination date, he was ineligible for bonus for the 17-month common law notice period. The Plaintiff appealed the denial of his claim for bonus for the 17-month notice period...

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  • Employment contracts lawyer consultation Toronto

    No Interruption in Employee’s Length of Service Despite “New”...

    January 15, 2020
    Stacey R. Ball

    The Ontario Court of Appeal released its decision and confirmed that courts will overlook the differing corporate structures utilized by companies to skirt around an employee’s length of service and continuity in employment. Call Employment contracts lawyer for consultation. Facts In Theberge-Lindsay v. 3385022 Canada Inc. (Kutcher Dentistry Professional Corporation), 2019 ONCA 469, a dental hygienist was employed with the defendant for...

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  • Workplace Attendance Lawyer Toronto

    Absenteeism and Lateness in the Workplace

    January 13, 2020
    Stacey R. Ball

    This article will explore what constitutes workplace discrimination, the relevant human rights legislation, the prohibited grounds of discrimination, the legal test for establishing a “prima facie” case for discrimination and some defences that are available for respondents.

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  • Workplace Sexual Harassment Lawyer Toronto

    Workplace Sexual Harassment

    January 6, 2020
    Stacey R. Ball

    This article will explore what constitutes workplace discrimination, the relevant human rights legislation, the prohibited grounds of discrimination, the legal test for establishing a “prima facie” case for discrimination and some defences that are available for respondents.

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  • Human Rights Claim Lawyer Toronto

    Remedies Available in Human Rights Claims

    January 4, 2020
    Stacey R. Ball

    This article will explore what constitutes workplace discrimination, the relevant human rights legislation, the prohibited grounds of discrimination, the legal test for establishing a “prima facie” case for discrimination and some defences that are available for respondents.

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  • Should You Accept Alternate Work in the Same Company?

    Probationary Period Rights in Ontario

    January 2, 2020
    Stacey R. Ball

    This article will explore what constitutes workplace discrimination, the relevant human rights legislation, the prohibited grounds of discrimination, the legal test for establishing a “prima facie” case for discrimination and some defences that are available for respondents.

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  • Human Rights and Discrimination in Employment Lawyer Toronto

    Human Rights and Discrimination in Employment Law

    December 5, 2019
    Stacey R. Ball

    This article will explore what constitutes workplace discrimination, the relevant human rights legislation, the prohibited grounds of discrimination, the legal test for establishing a “prima facie” case for discrimination and some defences that are available for respondents.

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  • Defamation in the Workplace Lawyer Toronto

    Defamation in the Workplace

    December 4, 2019
    Stacey R. Ball

    Defamation, as a legal concept, requires three things to be established on a balance of probabilities before a comment is considered defamatory.

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  • Duty to Accommodate Lawyer Toronto

    Duty to Accommodate in Employment Law and Undue Hardship

    December 4, 2019
    Stacey R. Ball

    Employers have a duty to accommodate their employees. In Ontario there is legislative recognition of this duty under s.11(2), 17(2) and 24(2). The duty as stated in the Syndicat case is intended to “ensure that an employee who is able to work can do so”

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  • Termination of Employment With or Without Cause Lawyer

    Katz et al v Clarke: The Duty to Accommodate,...

    November 15, 2019
    Stacey R. Ball

    The Ontario Divisional Court has upheld that the employer may terminate an employee with a disability when there is undisputed medical evidence that an employee will be unable to fulfill the essential obligations of the employment relationship for the foreseeable future and there are no accommodations that would allow the employee to work.

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  • Overtime Pay Lawyer Toronto

    New Law About Overtime Pay

    September 30, 2019
    Stacey R. Ball

    Bill 66 is a new bill in Ontario that will have very real consequences for employees. In particular, there are changes to overtime pay and the number of hours you can work per week. If you have any questions regarding new law contact Stacey R. Ball - Employment Lawyer in Toronto today. A bit of background The official name of Bill...

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  • Workplace Sexual Harassment Lawyer in Toronto

    Sexual Harassment

    September 13, 2019
    Stacey R. Ball

    Sexual harassment is an unfortunately reality in today’s society, and workplaces are not immune. However, everyone has the right to work without being sexually harassed, and there are laws in place in Ontario to help protect this right.Ontario’s human rights legislation is the Ontario Human Rights Code, and just like federal legislation, it exists in part to prevent sexual...

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  • Claim Constructive Dismissal Lawyer Toronto

    Largest Monetary Award for Constructively Dismissed Employee

    September 12, 2019
    Stacey R. Ball

    The Superior Court of Justice awarded $1.3 million to a constructively dismissed employee who was on a fixed-term contract. This was one of the largest damages awards given in Canadian employment law. In cases like these only experienced employment lawyer like Stacey Ball can help.Grant McGuinty (plaintiff) was the owner of a successful funeral home that he sold to...

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  • Pro Rated Bonuses Employment Lawyer Toronto

    Entitlement to a Pro-Rated Bonus

    September 12, 2019
    Stacey R. Ball

    In the recent case Andros v Colliers Macaulay Nicolls Inc., 2019 ONCA 679, the Ontario Court of Appeal discusses entitlement to damages in relation to bonuses. Specifically, it assessed the situation in which an employee works during, or has a notice period that goes into, the time period in which a bonus is earned, but where the bonus becomes...

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  • Interpretation of Termination Employment Lawyer Toronto

    Andros v Colliers Macaulay Nicolls Inc., 2019 ONCA 679:...

    September 10, 2019
    Stacey R. Ball

    In Andros, the Ontario Court of Appeal discussed the interpretation of a termination clause. There were discussions regarding ambiguity within the termination clause, incorporating Ontario’s Employment Standards Act (ESA) through silence, and interpreting the termination clause as a whole. Importantly, the decision in this case reinforces the principle that the entire termination clause is void if there is a...

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  • Confidentiality Provisions Employment Lawyer Toronto

    Confidentiality Provisions in Settlement Agreements

    September 10, 2019
    Stacey R. Ball

    Settlement privilege applies during settlement negotiations and could potentially extend to completed settlement agreements (Sable Offshore Energy Inc. v Ameron International Corp., 2013 SCC 37). However, including a confidentiality provision in a settlement agreement is preferable to relying on settlement provision due to the certainty and specificity that a properly formulated confidentiality provision will provide. The confidentiality provision can...

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  • Professional Employment Lawyer in Toronto

    “Equal Pay for Equal Work” in Ontario

    September 7, 2019
    Stacey R. Ball

    You may have heard the phrase “equal pay for equal work”. In Ontario, this means that an employer cannot pay one employee less than another on the basis of sex when three conditions are met:(1) They are performing substantially the same kind of work in the same establishment,(2) The work requires basically the same skill, effort and responsibility, and(3)...

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  • Terminated for Just Cause Lawyer Toronto

    Terminated for Just Cause

    September 5, 2019
    Stacey R. Ball

    In Ontario, an employer can terminate an employee for “just cause”, meaning they have a legitimate reason to dismiss them and the employee will not receive any termination or severance pay as a result. This is a high bar in Canadian employment law. In fact, dismissal for “just cause” has been called the capital punishment of employment law. Typically,...

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  • Keenan v. Canac Case Overview

    Keenan v. Canac

    September 3, 2019
    Stacey R. Ball

    The ONCA dismissed the appeal of the Appellant (Defendant) in the case of Keenan v. Canac Kitchens, 2016 ONCA 79.The case surrounded the dismissal of two long-term and senior employees who had been dismissed after approximately 32 years of service for Lawrence Keenan and after 25 years of service for Marilyn Keenan. On termination, no pay, notice or statutory...

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  • Independent Contractor v. Employee in Ontario

    Independent Contractor v. Employee

    August 31, 2019
    Stacey R. Ball

    What’s the Difference? Businesses use a variety of different workers for varying purposes. Employees may be hired for indefinite or fixed term employment and consultants or independent contractors can be retained to provide services on a project basis without ever becoming employees. There are differences between the two categories and each poses their own legal implications in the event of...

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  • Can An Employee Be Incorporated

    Can An Employee Be Incorporated?

    August 29, 2019
    Stacey R. Ball

    What is a Personal Services Business? A person services business (PSB) is a business operating as a corporation that provides services to other entities in which an employee or officer of that entity may traditionally perform. In lay-mans terms, it is an incorporated employee and for some employees, incorporation may prove beneficial.The CRA has clearly set out what type of...

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  • Dependent Contractor v. Employees in Ontario

    Dependent Contractor v. Employees

    August 27, 2019
    Stacey R. Ball

    What is a Dependent Contractor? A workers relationship generally falls into one of three classifications: employee, dependent contractor or independent contractor. Dependent contractors are seen as the in-between category of workers—basically if one is held to be a contractor and not an employee at first instances, the legal test will assess whether the worker is an independent or dependent contractor.The...

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  • How to Contest a Wrongful Dismissal Ontario

    How to Contest a Wrongful Dismissal

    August 25, 2019
    Stacey R. Ball

    Employers in Canada are bound under both federal and provincial legislation to provide reasonable notice or pay in lieu of notice to their employees for termination where there is no just cause for dismissal. From the time you sign your employment agreement until the time you are terminated, it is important that employees be aware of their rights under...

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  • Labour and Employment Law

    Review of most recent updates to Labour and Employment...

    July 18, 2019
    Stacey R. Ball

    Bill 66 is a new bill that was introduced in Ontario on December 6, 2018. Its official name is the “Restoring Ontario’s Competitiveness Act, 2018.” The bill, introduced by the Ford government, involved changes to the Employment Standards Act and the Labour Relations Act that would have a real impact on Ontario employers and employees.As the name suggests, the...

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  • Severance Lawyer Toronto

    Employment status: difference between EMPLOYEE and CONTRACTOR

    July 11, 2019
    Stacey R. Ball

    If you have recently been terminated from your job, there is no doubt you will have questions. For example, you may want to know about reasonable notice or what other rights you are entitled to.What you may not know is that the answers will vary depending on your employment status: are you an employee, a dependent contractor or an...

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Mr. Ball is Author of a Leading Treatise in the Area Canadian Employment and Labour Law

Published by Canada Law Book, he is routinely contacted by lawyers, employers and employees across Canada for advice in the area of employment and labour law. His work has often been favourably quoted and cited by superior courts in every province and the Supreme Court of Canada. Stacey Ball has extensive experience in the areas of wrongful dismissal, human rights, restraint of trade and post employment competition, sexual harassment, fiduciary responsibilities, defamation, workers’ compensation, employment contracts, injunctions, and appellate advocacy.

Mr. Ball has appeared before courts and tribunals including Supreme Court of Canada on employment law issues. In these cases, he has successfully dealt with issues concerning human rights (including sexual harassment), employment standards, workers’ compensation, unemployment insurance, and labour relations.

Learn about Mr. Ball’s professional recognition and hear what his clients have to say!

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 button below.

EMPLOYMENT AND LABOUR LAWYER 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:

1. 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.

2. 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?

3. 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.

4. 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?

5. 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?

6. 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.

7. 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.

8. Are you facing workplace harassment, sexual harassment or being discriminated against contrary to human rights legislation and occupational health and safety workplace harassment legislation?

9. Is your Union representing you fairly and properly pursuant to their obligation of fair representation under labour legislation?

10. 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?

11. 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?

Stacey Reginald Ball Endowment and Academic Prize

To promote academic excellence for future generations of Canadian law students studying employment law, Mr. Ball has funded an endowment. The endowment funds a permanent annual scholarship to encourage research and development in Canadian employment law.

CLIENT REVIEWS

Google Reviews

Steven Wang
Steven Wang
19:58 18 Mar 19
Stacey was the third lawyer that I had hired to represent me, after the previous two didn't achieve anything for me. Stacey is very different. He is not only the author of Canadian Employment Law with profound knowledge and experience, he is also the most efficient one, direct to the point. He is the toughest one, well known by HR people, and he takes care of his client all by himself. There is no junior lawyers under him. That's the big difference comparing with other big employment law firms on Google, where I could only meet with a young lawyer with little experience. After he spoke with me for 45 minutes, he found the best way to break through. He didn't need to ask for a lot of document and he didn't bill hours to review them. His fee structure is aligned with his client's best interest. My problem was solved very quickly with a great result, and I only have to meet with him twice and exchange some emails. He's not just a tough fighter and negotiator, he got great strategy to make a deal. He answered my emails during the holidays. He comes in the office very early, and we had a conference call at 7am in the morning when we need to make a quick decision. To me, he is the best employment lawyer, a patient teacher and a friend. I strongly recommend him to those who need help.
Aiden Nix
Aiden Nix
01:13 06 Apr 19
Stacey was super helpful and increased my settlement a significant amount. He is very busy so you have to chase him down a bit but that is minor issue compared to all of the positives. Overall if you need a good labour lawyer then talk to him right away. He is THE lawyer to go to in Ontario!Thanks Stacey!
Sergei R
Sergei R
05:01 06 Dec 18
My experience with Stacey R. Ball was very positive. His fees are reasonable and value I received for the money was outstanding. Luckily, after his advice my situation was resolved almost amicably. You will not believe how reasonable some people can become after they start suspecting you have a good lawyer. An ounce of prevention is worth a pound of cure. If you suspect you might need a lawyer in the future because of some developing situation at work, I highly recommend you wait no more and talk to Stacey.
Danny T
Danny T
18:34 26 Feb 19
Stacey has recently represented me. He’s patient, but to the point which I can appreciate. No fluff. He worked quickly and even responded during his holidays. Definitely highly recommended.
Alexa Arsenault
Alexa Arsenault
19:36 01 Nov 18
If I could give Stacey Ball 30 stars I would! Stacey was right on the “ball” when it came to my legal matter. I called his office and his efficient staff scheduled me for an appointment the next day. He’s a great listener and comes to the point quickly, confidently, and succinctly. He explained best and worst case scenarios and dealt with my matter without delay. He was successful in concluding my legal matter to my satisfaction and met all my expectations. I highly recommend Stacey for all your legal matters.Alexa
Alex McMillan
Alex McMillan
18:05 21 Apr 19
Mr Ball represented me in a wrongful dismissal case. It was quite evident from my initial consultation until the conclusion of my settlement. Mr. Ball mirrored professionalism, empathy and above all confidence. Mr Ball reviewed my case and informed me what I was entitled to and what to expect at time of settlement. I was represented diligently right up to the conclusion of my settlement. He was able to negotiate an amount that was above my expectations. I would highly recommend Mr. Ball to anyone in need of assistance in any type of employment situations. In conclusion that one of the main things that impressed me most was that he at all times puts his clients FIRST.
Daphne Rodrigues
Daphne Rodrigues
23:54 22 May 19
Stacey was my second lawyer I retained after my original lawyer felt that he would be better suited to deal with my difficult employment matter. Stacey was very direct, efficient and respectful of my time. He was tenacious in negotiations and challenged/invalidated all points the other lawyer argued. I would not have achieved my outcome without Stacey. Thank you!Daphne Scott
Kate Miller
Kate Miller
15:35 23 May 19
Stacey gave me good advice on my first consult. Super professional and competent. If I ever need employment lawyer again I would definitely come back to Stacey!
francesca V
francesca V
08:33 24 Jun 19
Stacey not only provided expert legal guidance on my workplace harassment case, but was also extremely supportive during this difficult process. I wholeheartedly recommend him to anyone facing a similar situation. Thank you Stacey.
Charlie Russo
Charlie Russo
03:03 01 Jul 19
Stacey Ball was very helpful with my employment situation, from start to finish. He answered all my questions and concerns dealing with my settlement promptly and easily explained everything. Thank you. 5 stars.
Nurissa Kanji
Nurissa Kanji
09:47 22 Jul 19
I want to thank Stacey Ball and the staff at Ball Professional Corporation. Mr.Ball's professionalism, friendliness and empathy were evident at our first meeting. We would not hesitate to recommend Stacey Ball and his team for their expertise in employment law.
dave buckley
dave buckley
03:27 31 Jul 19
Stacey Ball was a huge help for me from start to finish in a contract negotiation, and was able to very quickly identify issues and advise me on next steps. He was understanding of my situation and provided specific advice on a broad range of clauses in my contract. I would 100% consult with him again based on my experience.
Jhonattan V
Jhonattan V
04:31 02 Aug 19
After ending employment with my employer of 9 years due to actions that I felt were steps of constructive dismissal, I contacted Mr Ball to determine my employment rights. Through the whole process from beginning until conclusion, I found Stacey to be very professional and knowledgeable and would recommend him and his team as your representatives for employment law matters.
Cole Carr
Cole Carr
03:04 04 Aug 19
I met with Stacey Ball this morning for a consultation. He was incredibly generous with his advice and support in a consultation I needed. I highly recommend contacting him, even if you are unsure you will require his services - he will help you evaluate the situation and whether you need his services.
Katy M. Smith
Katy M. Smith
01:18 05 Aug 19
I recommend Stacey Ball without hesitation. I was wrongfully dismissed and Stacey worked efficiently and communicated regularly to get a great settlement. He helped make a bad situation better – you want a lawyer like Stacey on your side!
Nurissa Kanji
Nurissa Kanji
09:47 22 Jul 19
I want to thank Stacey Ball and the staff at Ball Professional Corporation. Mr.Ball's professionalism, friendliness and empathy were evident at our first meeting. We would not hesitate to recommend Stacey Ball and his team for their expertise in employment law.
Sheeba Bonning
Sheeba Bonning
15:47 28 Oct 19
I would highly recommend Stacey Ball any time! Stacey accurately pinpointed the challenges of our situation and gave solid advice right from the beginning. When things got confusing for me, he took the time to explain them in lay terms so I could make informed decisions. A big thank you to Stacey ball and his team for helping me with a stressful situation and for always being there to smooth things over. We were even able to have a laugh or two and he definitely brings a human touch to legal matters which can be super uncomfortable for "regular" people that don't deal with legalese every day!
Jacqueline O'Flanagan
Jacqueline O'Flanagan
19:57 29 Oct 19
I would strongly recommend Stacey and his services for any employment related legal issues. His academic and professional experience provide a unique approach to strategizing over a case with his clients best interest in mind, and builds the case based on facts. He is an advocate for employees who have been wronged and his work with the supreme court demonstrates his commitment to changing the system for the better.
Lionel K
Lionel K
20:40 30 Oct 19
A few months ago, I was blindsided by my three partners who had decided to buy me out, at a fraction of the original investment contribution that I made when I joined the company. I decided to hire Stacey after interviewing him at his office. I knew then and there that he would make put my former partners in their place. Thank fully, I was right and Stacey took care of the matter in mediation, getting me 100% of what I was entitled to. The man is a legend in employment law and has the credentials to prove it, after all, he wrote the book on employment law! Thank you Stacey, appreciate all you've done. Best, LK.
Christine L
Christine L
02:11 15 Nov 19
I had spoken with three lawyers before I met with Stacey Ball. What I liked about our meeting was that Mr. Ball provided answers to my questions and made me feel that he had my best interests in mind. I was informed of a settlement amount I would be entitled to receive and he worked at getting it. You will get a chance to get some sleep knowing that your case will be resolved promptly and that your rights are being looked after. You will find his fees are competitive but fair as he evaluates each situation separately. If you want to know what you rights are, want results, without wasting time, look no further. My case was handled efficiently and I would recommend his services to anyone that asks. A big thank you Stacey Ball for your services.
michael goda
michael goda
15:39 27 Nov 19
Stacey is the best employment lawyer in Canada. I strongly recommend him to those who need help.
Sandra Knight
Sandra Knight
08:53 28 Nov 19
I got fired with no explanation from a workplace where i spend 4 years. I immediately started looking for a lawyer and got in touch with Stacey. He reviewed my case, helped me to calculate my severance pay and prepare all the proper documents. I would say Stacey is very knowledgeable and helpful in unfair dismissal cases. I would recommend him.
Sebastian Enachescu
Sebastian Enachescu
18:19 29 Nov 19
I was extremely pleased with the service provided by Mr. Stacey Ball and assistants. When I first approached him with my situation-a severance package well below merit, he was very direct with what is a reasonable severance and what he wanted to negotiate for me. Within a very short time he was able to get me 70% more above the initial severance offer and an additional 10% for pension and benefits. The timeline worked out beautifully as I did not fall short of funds while waiting for the settlement. I was pleasantly surprised and grateful of the outcome. In addition, his fees were very reasonable and were hardly felt. Thanks again Stacey.:)
Wm Robinson
Wm Robinson
07:48 07 Dec 19
I was transferred to night shifts by my manager without asking if can/want work nights. When i confronted him i was told either take night shifts or leave the company. Mr. Ball really helped me to sort out this situation and get proper compensation for my  constructive dismissal case. Mr. Ball acted professionally and at the same time friendly at all times. He was very supportive and very positive about the outcome of my case. He is a very good person.
Yousuf Halim
Yousuf Halim
18:17 16 Dec 19
Stacy helped me with my wrongful dismissal case. He is very knowledgeable and kind. With his expertise, he could resolved and provided me a satisfactory settlement solution with my ex-employer. His fees are reasonable and office staff are very supportive . I am very happy with his service.
Joyce Wang
Joyce Wang
01:55 09 Mar 20
Stacey helped me with my case and I have to say I am very pleased with the outcome. His professionalism and expertise were absolutely impeccable. I am very happy with the services that Stacey and his assistants provided me. Stacey and his assistants Rebecca and Jennifer were always available to answer my questions through the process. My case was resolved completely in a few months. Stacey is a top employment lawyer and one of Canada’s best employment lawyers, but his legal fee was very fair and reasonable. I would highly recommend Stacey to whoever needs a legal service.
Janice Yorke
Janice Yorke
17:02 03 May 20
Mr. Ball is a top notch lawyer. Having written the labour laws himself he is thorough and detailed. He did a great job for me and I am very grateful.He has a neat sense of humour if you are blessed to realize it as well.He responded to all my emails in record time and called me immediately when he had updates.
Zorana Jovanovic
Zorana Jovanovic
18:54 09 Aug 20
I was happy to have Mr.Ball handling my constructive dismissal. He was friendly, fast, efficient and fair. As a result, I felt taken care of during this very stressful time. I would strongly recommend Mr.Ball for any employment related issues. Thank you !
Jackie Carter
Jackie Carter
20:12 05 Aug 21
Worked with stacey for a disability insurance claim that I got denied. Really easy to work with, professional and does fantastic work, easy recommendation.
Sergei R
Sergei R
16:33 09 Oct 20
My 2011 experience with Stacey R. Ball was very positive. His fees are reasonable and value I received for the money was outstanding. Luckily, after his advice my situation was resolved almost amicably. You will not believe how reasonable some people can become after they start suspecting you have a good lawyer. An ounce of prevention is worth a pound of cure. If you suspect you might need a lawyer in the future because of some developing situation at work, I highly recommend you wait no more and talk to Stacey.Update in 2020:I cannot write more reviews, it looks like one review per account, so I am editing the existing review. Another unrelated incident in 2020. Another consultation and advice what to do next in order to steer clear of unpleasant developments. His very reasonable consultation fee is the best investment I ever made in my peace of mind. He was busy so he could not meet me on the day I wanted, but he met me two days later, which was perfectly fine. After talking to him it became much more clear to me what to do and what to avoid doing. Quotes Supreme Court cases as references when he explains things as to what to do and why, looks like he knows them by heart. There is a good reason why he is busy. He is a very effective lawyer. Very highly recommend.
Araz Khalkhali
Araz Khalkhali
21:50 20 Oct 20
Thank you to Stacey Ball and his staff for my making my experience a great one. Stacey was extremely honest, professional, insightful and responsive. His vast experience was evident as was his in-depth knowledge of employment law. He took great care with my case, was transparent and made sure I was informed every step of the way. I highly recommend Stacey and his outstanding team and I wouldn't hesitate to reach out to them again.
Araz K
Araz K
01:33 21 Oct 20
Thank you to Stacey Ball and his staff for making my experience a great one. Stacey was extremely honest, professional, insightful and responsive. His vast experience was evident as was his in-depth knowledge of employment law. He took great care with my case, was transparent and made sure I was informed every step of the way. I highly recommend Stacey and his outstanding team and I wouldn't hesitate to reach out to them again.
Terry Michaelson
Terry Michaelson
16:39 19 Feb 21
Stacey knows his business and how to get things done. He gives good counsel and executes effective strategy. I was very pleased with the results he achieved and recommend his practice highly.
Ryan Gomes
Ryan Gomes
23:08 01 Mar 21
I hired Stacey about 10 years ago now to represent me on a constructive dismissal case. After my first meeting with him, I felt very confident he would do the long haul and stick through the tough times ahead. It was a long stressful two-year battle but we were successful in winning my case. Unfortunately I lost my job in April at the start of the pandemic. My employer terminated me without cause so the first person that popped into mind was Stacey. Again he took on my case and after just a couple of months, negotiated a strong settlement for me. I would recommend Stacey to my friends, family and anyone who is not familiar with employment law or feels like they are being taken advantage of by their employer.
Angel Morgan
Angel Morgan
22:50 17 Mar 21
Mr. Ball and his team were amazing. They were efficient, knowledgeable and got our settlement done in a more than timely fashion.I would highly recommend him to anyone and have done so a few times over.
Sajjad Hyder
Sajjad Hyder
23:10 26 Mar 21
Stacey helped me with my case and I have to say I am very pleased with the outcome. Stacey and his team are always available to answer my questions. My case was resolved in a short time. Stacey is a good employment lawyer one can trust and his legal fee was very fair and reasonable. I would highly recommend Stacey to whoever needs a legal service.
Cordie Kemmer
Cordie Kemmer
07:44 07 Aug 21
Helped me with a workplace discrimination case, got laid off without a just cause for dismissal. Ended up winning the case and getting a severance package, couldn’t be happier.
Opal Satterfield
Opal Satterfield
09:58 09 Aug 21
For small business law, he’s the best in the city. Knows the ins and outs of the law and helped me save my business.
Katelynn Schroeder
Katelynn Schroeder
10:01 13 Aug 21
Consulted him a few times and would recommend him for any employment matter.
Arianna Nader
Arianna Nader
10:11 15 Aug 21
Had a really positive experience with this lawyer. He was straight forward and knew exactly what he was doing.
Tyrel Osinski
Tyrel Osinski
04:26 17 Aug 21
This law firm was absolutely great with reviewing my severance agreement. Recommend!!!
Dawson Bailey
Dawson Bailey
16:09 20 Aug 21
Had him look over my employment contracts before I finalized them, great choice. Ended up switching a few key things so now the business is more protected.
Rudy Hartmann
Rudy Hartmann
07:14 22 Aug 21
Had a big job opportunity and had Stacey look over the contract, caught a few things in the contract that the employer ended up changing once I brought it up to them. Always a good idea to double check with someone who knows this stuff and I’m glad a did.
Bennie Weber
Bennie Weber
20:02 11 Aug 21
Mr. Stacey Ball was very professional & knowledgeable with my workplace discrimination case.
Barnadet Eskander
Barnadet Eskander
14:35 17 Nov 21
The best lawyer in all of Canada and his associate, Shane is amazing! They make your life so easy.
Jerry Lam
Jerry Lam
17:42 16 Jan 22
We would highly recommend Stacey to anyone who needs employment legal services. This was the first time we hired a lawyer to represent us for wrongful dismissal. Our case was a unique one which required creativity and an in-depth knowledge of employment law. It was evident to us in our first meeting that Stacey would be able to fight for our case because he listened to our situation and provided several strategies that we could work toward to achieve the result we want. The process was clear in the first day and the fees structure was discussed on the same day. Following his guidance, we were able to negotiate a strong settlement. Even though the process was stressful, he made it much easier for us and we shared a lot of laughs together. Thank you for standing up for us!
Marjolaine Cronin
Marjolaine Cronin
16:51 30 Jan 22
I'd never have thought that I would be treated unfairly at work and, as a result, wrongfully terminated. Well, I'm not the kind of person who is okay with being humiliated, so I contracted this employment lawyer as I heard he was one of the best in Canada. It definitely paid back. Thank you once again!!
iourii pilipenko
iourii pilipenko
20:20 10 Feb 22
I would highly recommend Stacey. He is the one that can stay for youAttentive.very knowledgeable, accurate.,reasonable,responsible. He gets in your shoes!!!
Candace Nitzsche
Candace Nitzsche
05:04 20 Mar 22
Working with Stacey Ball was especially delightful cuz he is quite transparent about the process, risks and possible options. It felt like I was in the hands of the professional right from the start.
Joyce Sanford
Joyce Sanford
21:31 04 Apr 22
Stacey R. Ball is the best lawyer. Now, I can understand why this lawyer has such a high rating. Very good job on my case.
My Heard
My Heard
10:24 08 May 22
Been a few years since I had to go to this firm about workplace harassment.. Now I can finally talk about it and express my gratitude, the team at mr. ball's practice is incredible, they will do their best for you
Kevin Long
Kevin Long
09:06 16 May 22
Highly appreciate your advice and help with race discrimination at work! In my particular situation, Stacey Ball and his team completed a thorough investigation to build a convincing case. I got an amazing representation. To sum it up, excellent job, this is the right employment lawyer!
Belle Miller
Belle Miller
08:25 28 Mar 22
Best lawyer for any employment issues, speaking from my own experience as well as my friend's
Monica Kohli
Monica Kohli
18:43 30 May 22
I just wanted to say a quick thank you for all your guidance and support and patience with me through a rather difficult time. Thanks to you guys it became easier to deal with. You made the process easy to understand and were on top of the game the whole time. Stacey, you have an awesome team and I absolutely loved your straightforward style.Thank you once again!
Louie Hays
Louie Hays
12:25 02 Jun 22
I recently had a consultation with this lawyer and got useful legal advice. So grateful for your help! You're my first call if things escalate.
Louie Hays
Louie Hays
09:27 24 Jul 22
I recently had a consultation with this lawyer and got useful legal advice. So grateful for your help! You're my first call if things escalate. Recomended for everyone.
Bertha Watts
Bertha Watts
11:38 06 Aug 22
Mr. Stacey Ball expertly helped my family member through her wage dispute. I was the one who recommended him since he helps our company with work contracts.
Angela Turner
Angela Turner
07:55 20 Oct 22
Sometimes friendships can go wrong & have a bad effect on your career.. exactly what happened to me when I was unfairly terminated. When I realized that just moving on wouldn't do it for me, I found this dedicated professional - Stacey Ball. With the employment lawyer on my side I was treated fairly & won the case. I can't express how thankful I am for the settlement & bringing back my confidence!
Wilhelmine Muller
Wilhelmine Muller
17:03 29 Nov 22
Friendships can occasionally go wrong and have a bad impact on your work, which is what happened to me when I was dismissed unfairly.I found this committed professional named Stacey Ball after I realized that simply moving on wouldn't work for me.Thanks to the employment lawyer on my side, I received fair treatment and won the case.I can't express how grateful I am that the settlement allowed me to regain my confidence.
Hooshmand Moniri
Hooshmand Moniri
21:12 01 Jan 23
It was a pleasure dealing with such a thorough and knowledgeable legal professional like Stacey.I would highly recommend Stacey for any employment legal issues.A big thank you to Stacey and his team.
Albert McCormick
Albert McCormick
19:53 18 Mar 23
Stacey R. Ball was the most knowledgeable lawyer I could have wished for when I was terminated. I am deeply grateful for his assistance, it was invaluable in helping me navigate this difficult circumstance.
David Dorsey
David Dorsey
17:50 14 Mar 23
I recently had to deal with a wrongful dismissal case. Stacey R. Ball was careful not to overlook any relevant details that could help my case. His hard work paid off & I got the outcome that I deserved!
Beijia Zhang
Beijia Zhang
21:41 09 Apr 23
Stacy helped me with my case with my previous employer. I have to say that Stacy is the best lawyer I ever met. He worked incredibly hard on my case and helped me fight over the wrongful dismissal, eventually he solved my issue and we settled at a very good deal. I was super impressed by his professionalism and integrity, plus he has passion towards what he is doing. Stacy is the best of all! One of a kind!!!!!!!!
Nathan Henry
Nathan Henry
19:20 04 May 23
If you're looking for an employment lawyer who will fight for your rights as an employee, this is the firm for you. Mr. Stacey R. Ball always took the time to listen and understand my needs before giving his opinion. We were a team and managed to receive a good settlement for my unfair dismissal.
R Cooray
R Cooray
19:11 04 May 23
Stacey and his amazing team did a fantastic job with my case. Their professionalism and many years of experience helped me to settle my case. Stacey has written some of Canadian employment law. I would highly recommend to anyone to seek advise before signing any documents.
Wayne Hill
Wayne Hill
11:34 24 May 23
Stacey R. Ball proved to be an incredibly knowledgeable lawyer during my termination case. I couldn't have asked for a better advocate. His assistance was invaluable in guiding me through the complexities of this challenging situation. I am deeply grateful for his expertise and support.
Carolyn Ogden
Carolyn Ogden
18:09 01 Jun 23
I had a complicated immigration case that was handled by Stacey R Ball. I would highly recommend him for any immigration related issues or questions. Not only did he explain the process from beginning to end, but he kept me informed throughout my case. He would respond to my emails almost immediately and answer questions professionally which made me feel comfortable about the situation at hand. My immigration status was approved and I am currently living in the United States. I am very thankful for his hard work and dedication.
Miriam Bianchi
Miriam Bianchi
05:08 14 Jun 23
Stacey was able to come up with a solid defense for my case and was able to successfully argue my side of the case. He is honest, looks out for his clients interests and fights tooth and nail for what's right. I would highly recommend him to anyone facing employment law issues.
Derek Washington
Derek Washington
06:59 09 Jun 23
Stacey was the attorney for my business and he has helped out with some of the legal issues I've dealt with. He's fast, professional and makes things clear. I would recommend him to anyone looking to use Stacey as their lawyer.
Valerie Stevens
Valerie Stevens
03:05 23 Jun 23
I am a recent client and I am so happy that I chose Stacey Ball to be my attorney. He really went above and beyond to ensure that I had the best representation possible. He was very accessible, even during off hours, which was super important to me.
Sharon Smerek
Sharon Smerek
18:28 14 Jun 23
Stacey R. Ball has bar admittance in British Columbia, Alberta, and Ontario. Will give excellent advice, and if you have a case , he will proceed on your behalf . Stacey Ball is known as the best employment lawyer across Canada.
Wilma Carlson
Wilma Carlson
17:43 07 Jul 23
Stacey's professionalism and strong communication skills helped me feel informed and reassured throughout the entire process. Thanks to his tenacity and unwavering support, I achieved a successful outcome that I am truly grateful for.
Marion Gordon
Marion Gordon
10:27 13 Jul 23
Stacey Ball fought hard in my wrongful dismissal case and we came out ahead. I am very happy with him and his team. I strongly recommend him if you have a wrongful dismissal case.
Tanya Craig
Tanya Craig
04:45 14 Jul 23
I got fired from a job and I just knew I had a wrongful dismissal case. I called Stacey Ball and he confirmed my suspicions. He was an absolute joy to work with. Easy to work with and handled my case with the utmost professionalism. We ended up winning my case, too.
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