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  1. <?xml version="1.0" encoding="UTF-8"?><rss xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:atom="http://www.w3.org/2005/Atom" version="2.0"><channel><title><![CDATA[HTW Law  - Employment Lawyer | Employment Law Toronto]]></title><description><![CDATA[HTW Law Employment Lawyer | Employment Law • Wrongful Dismissal • Harassment • Discrimination • Sexual Harassment • Severance • Constructive Dismissal]]></description><link>https://www.htwlaw.ca/blog</link><generator>RSS for Node</generator><lastBuildDate>Thu, 31 Jul 2025 10:30:43 GMT</lastBuildDate><atom:link href="https://www.htwlaw.ca/blog-feed.xml" rel="self" type="application/rss+xml"/><item><title><![CDATA[AI Candidate Screening and Human Rights Compliance in Ontario]]></title><description><![CDATA[AI screening tools in Ontario, while efficient, pose significant discrimination risks under the Human Rights Code. Biased algorithms and "proxy discrimination"—where neutral data like postal codes correlates with protected grounds—can lead to illegal outcomes for which employers are liable for discrimination and human rights violations. OHRC advises proactive measures like impact assessments, bias audits, and meaningful human oversight. Read On to Learn More.]]></description><link>https://www.htwlaw.ca/post/ai-candidate-screening-and-human-rights-compliance-in-ontario</link><guid isPermaLink="false">68809aa73fd33c2c585b306f</guid><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Articles by Tony Wong]]></category><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Employment Contract]]></category><pubDate>Wed, 23 Jul 2025 09:26:42 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/489a2c8c728e4d4786747253c728fd65.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Tony Wong</dc:creator></item><item><title><![CDATA[Understanding Employment Law for Office Cleaners: Ontario vs. Alberta]]></title><description><![CDATA[Ontario and Alberta's employment laws are increasingly diverging. Ontario is adopting proactive, prescriptive regulations (e.g., pay transparency, electronic monitoring, gig worker rights), while Alberta maintains a more flexible, market-oriented framework. This creates complex compliance challenges for multi-jurisdictional employers, making a "one-size-fits-all" national employment policy unfeasible. Read on to learn more about the similarities and differences.]]></description><link>https://www.htwlaw.ca/post/understanding-employment-law-for-office-cleaners-ontario-alberta</link><guid isPermaLink="false">687f4a543d56cfe14dea902f</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Severance Pay]]></category><category><![CDATA[Workplace Discrimination]]></category><pubDate>Wed, 23 Jul 2025 01:12:03 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/fa7c83_2baeb03f1cd940a5b169825c1e058dfd~mv2.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Eva Vergis</dc:creator></item><item><title><![CDATA[The Salesperson Exemption in Employment Law: What Happens When Your Office is a Phone?]]></title><description><![CDATA[Ontario's Employment Standards Act (ESA) has complex salesperson exceptions. Exemptions depend on the actual working relationship, not just contracts. Misclassification risks severe penalties (back pay, fines, reputational damage) across tax, ESA, and safety regulations. Employers need proactive due diligence and expert advice; salespersons must understand their rights. Understanding both legislation and case law is key for compliance and fair treatment.]]></description><link>https://www.htwlaw.ca/post/salesperson-exemption-in-employment-law</link><guid isPermaLink="false">68760c08e7aaf23c103720ed</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Wrongful Dismissal]]></category><category><![CDATA[Severance Pay]]></category><category><![CDATA[Articles by Tony Wong]]></category><pubDate>Tue, 22 Jul 2025 12:52:17 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d427de_b29059bc28ec469f8e4e14a0d64e517b~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Trudy Seeger &amp; Tony Wong</dc:creator></item><item><title><![CDATA[Independent Contractors vs. Employees in the Ontario Construction Sector: Legal Risks and Best Practices]]></title><description><![CDATA[Understanding the distinction between employees and independent contractors is crucial in Ontario’s construction sector. Misclassification risks fines and legal challenges. Learn how to safeguard your business with role assessments, clear contracts, compliance practices, and expert partnerships. Make compliance your foundation for success.]]></description><link>https://www.htwlaw.ca/post/independent-contractors-vs-employees-ontario-construction</link><guid isPermaLink="false">686ce3bc313711f211fd9246</guid><category><![CDATA[Employment Contract]]></category><pubDate>Tue, 22 Jul 2025 10:09:02 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/9b71eb_2abbe7610eb94c7da78e9e6455555546~mv2.jpg/v1/fit/w_1000,h_768,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Sophia Liĺy</dc:creator></item><item><title><![CDATA[Remote Workers and Constructive Dismissal: Are You Being Forced Out Online?]]></title><description><![CDATA[In Ontario, constructive dismissal occurs when an employer's significant, unapproved job changes force you to quit. For remote workers, a sudden return-to-office mandate can be a trigger, especially if working from home was a long-standing arrangement. Depending on your original agreement, you could be entitled to severance pay. Crucially, always seek legal advice before you resign to understand and protect your rights.]]></description><link>https://www.htwlaw.ca/post/remote-workers-and-constructive-dismissal-are-you-being-forced-out-online</link><guid isPermaLink="false">6864f33219e12620490ae43f</guid><category><![CDATA[Constructive Dismissal]]></category><category><![CDATA[Employment Contract]]></category><pubDate>Tue, 22 Jul 2025 09:14:17 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/a5b056_08e014cace0a41b4af1ddab9f98e906d~mv2.png/v1/fit/w_500,h_333,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Hanna Kochehura</dc:creator></item><item><title><![CDATA[Employment Law Ultimate Guide for Business Owners and Employees]]></title><description><![CDATA[In Ontario, business law's architecture of corporate personality and contractual freedom is in constant tension with employment law's protective mandate. From M&#38;A deals reshaped by successor rights to the piercing of the corporate veil for director liability and the creation of new worker categories, employment law consistently looks beyond form to substance. This analysis dissects this critical interplay, a must-read for navigating modern corporate risk.]]></description><link>https://www.htwlaw.ca/post/employment-law-ultimate-guide-for-business-owners</link><guid isPermaLink="false">686391d2a535475640a618dd</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Articles by Tony Wong]]></category><pubDate>Mon, 21 Jul 2025 04:56:18 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/8ca44e_3f0b70f70e374e8ebe773065145fe660~mv2.png/v1/fit/w_1000,h_732,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Anna Duke &amp; Tony Wong</dc:creator></item><item><title><![CDATA[Essential Insights into Ontario Employment Law Trends For Employers (2024-2025)]]></title><description><![CDATA[Ontario employment law is rapidly evolving. "Working for Workers" Acts bring changes: AI disclosure, new leaves. Courts invalidate flawed termination clauses, increasing costs. Non-compliance, human rights violations, bad faith conduct are escalating. Investigations need trauma-informed approach; confidentiality is not absolute. Employers must audit, update policies, and adapt to mitigate risks in this dynamic legal environment.]]></description><link>https://www.htwlaw.ca/post/essential-insights-into-ontario-employment-law-trends-for-employers-2024-2025</link><guid isPermaLink="false">684fc1bc4b41b90fb95a57bf</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Articles by Tony Wong]]></category><pubDate>Mon, 16 Jun 2025 07:55:35 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/491d2c_d1417b34800d404fb336ddf0d7dc6d06~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Tony Wong</dc:creator></item><item><title><![CDATA[Contract Work, Disability, and the Problem No One Is Talking About]]></title><description><![CDATA[Ontario's gig economy offers perceived flexibility, yet masks profound legal precarity for disabled contractors. While stripped of ESA protections (minimum wage, WSIB, benefits), they are protected by the Human Rights Code, guaranteeing anti-discrimination and accommodation rights. Fluctuating gig income creates an "invisible disability tax" and a complex ODSP "benefits trap," eroding financial security. We discusses some of the pertinent issues revolving around these vulnerable individuals.]]></description><link>https://www.htwlaw.ca/post/contract-work-disability-and-the-problem-no-one-is-talking-about</link><guid isPermaLink="false">6849ae95eded2b58065f02a2</guid><category><![CDATA[Disability Law]]></category><category><![CDATA[Employment Contract]]></category><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Workplace Discrimination]]></category><pubDate>Sun, 15 Jun 2025 06:53:58 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/0e9285_810ee45412804f21870e5b06d880b594~mv2.jpg/v1/fit/w_1000,h_853,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Amy Wilson</dc:creator></item><item><title><![CDATA[Ultimate Guide for Ontario WSIB Workers' Compensation Claim Denials and WSIAT Appeals]]></title><description><![CDATA[In Ontario, WSIB claims, despite being a no-fault system, are frequently denied based on specific statutory and evidentiary grounds. Reasons include ineligibility or lack of clear work-related injury, insufficient medical documentation, delayed incident reporting,  discrepancies in factual accounts, conditions deemed non-compensable. Understanding these common denial rationales is paramount for both workers seeking recourse and on appeals, Read On to learn more.]]></description><link>https://www.htwlaw.ca/post/reasons-wsib-workers-compensation-denied-wsiat-appeals</link><guid isPermaLink="false">683fec27c81ffc3560e8f062</guid><category><![CDATA[Disability Law]]></category><category><![CDATA[Articles by Tony Wong]]></category><pubDate>Sat, 14 Jun 2025 15:46:10 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/cd1459_99fed0b5e4834e88894a49c0eb79f72b~mv2.png/v1/fit/w_1000,h_683,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Kenwat75 &amp; Tony Wong</dc:creator></item><item><title><![CDATA[Types of Actions That Are Considered Unlawful Workplace Retaliation]]></title><description><![CDATA[Ontario's legal framework robustly prohibits workplace reprisal. Key statutes like the ESA, Human Rights Code, and OHSA protect employees asserting their rights. Where a prima facie case of retaliation is established, employer bears the burden to prove, on a balance of probabilities, legitimate, non-retaliatory grounds for their actions. This underscores importance of protecting workers and demands rigorous justification from employers, forming cornerstone of fair employment practice in Ontario.]]></description><link>https://www.htwlaw.ca/post/types-of-actions-that-are-considered-unlawful-workplace-retaliation</link><guid isPermaLink="false">68399a65c80e5810cfff2fda</guid><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Disability Law]]></category><pubDate>Fri, 13 Jun 2025 10:46:11 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/cd1459_8a9d577c803c423e8dda507af32f698b~mv2.jpg/v1/fit/w_602,h_401,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>kenwat75</dc:creator></item><item><title><![CDATA[WSIB, STD, LTD, and Disability Discrimination Claims for Crush Injuries]]></title><description><![CDATA[For Ontario workers facing disability, understanding your rights under WSIB, the Human Rights Code, and long-term disability policies is paramount. Proactive documentation, timely legal advice, and tenacious advocacy are crucial in ensuring you secure full compensation and critical accommodations you're owed, especially when discrimination complicates your return to work or access to benefits. Safeguarding your long-term financial security and well-being demands a comprehensive approach.]]></description><link>https://www.htwlaw.ca/post/wsib-std-ltd-disability-discrimination-crush-injuries</link><guid isPermaLink="false">683840996be3ccb4d3fb5caa</guid><category><![CDATA[Disability Law]]></category><category><![CDATA[Articles by Tony Wong]]></category><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Workplace Harassment]]></category><pubDate>Fri, 13 Jun 2025 01:33:09 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/cd1459_149568ebb6b74e86a3294abad15dc1e2~mv2.png/v1/fit/w_940,h_626,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Kenwat75 &amp; Tony Wong</dc:creator></item><item><title><![CDATA[Can You Be Evicted if You Can’t Pay Rent on ODSP? Your Legal Options Explained]]></title><description><![CDATA[For ODSP recipients facing eviction in Ontario: the RTA unequivocally protects your tenancy. Landlords must follow strict LTB processes; you have significant hearing rights. Propose payment plans, diligently explore vital benefits like CSUMB/HSF, and critically, seek immediate legal advice from Legal Aid or a community clinic. If disability discrimination plays a role, the Human Rights Code offers distinct, powerful recourse. No self-evict. Know your rights, and safeguard your housing.]]></description><link>https://www.htwlaw.ca/post/can-you-be-evicted-if-you-cant-pay-rent-on-odsp-your-legal-options-explained</link><guid isPermaLink="false">682f2857e813fd1e2b8b1897</guid><category><![CDATA[Disability Law]]></category><pubDate>Thu, 12 Jun 2025 14:52:26 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/cbb4fe_3da2895c51c64e598de67e90c2d3cac9~mv2.jpg/v1/fit/w_640,h_427,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Boris  Petrov</dc:creator></item><item><title><![CDATA[Ontario Employers &#38; Female Employees: 4 Lessons for Business Owners]]></title><description><![CDATA[US employers, heed Ontario's progressive framework: prioritizing equal pay, diligent pregnancy/parental leave management, robust harassment prevention, and dismantling systemic barriers are paramount. While US federal and state laws vary, these core principles are universally essential. Embracing them ensures compliance, fosters genuinely equitable workplaces, and crucially, drives sustainable business success. A proactive, principles-based approach is always your best defense.]]></description><link>https://www.htwlaw.ca/post/ontario-employers-female-employees-4-lessons-for-business-owners</link><guid isPermaLink="false">682c3573efc8008e2b9421cd</guid><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Employment Contract]]></category><pubDate>Thu, 12 Jun 2025 13:04:08 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/3c408d_b6b8de48774c44e2bd99c3d23009343a~mv2.jpeg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Daniel Washington </dc:creator></item><item><title><![CDATA[Understanding Employment Law for Federally Regulated Employees in Australia as compared to Ontario]]></title><description><![CDATA[In both Australia and Canada, a dual system of employment law prevails. While most workers fall under provincial/state jurisdiction, federally regulated employees are governed by distinct national frameworks, such as Australia's Fair Work Act 2009 and Canada's Canada Labour Code and Canadian Human Rights Act. These federal regimes present unique complexities, often including compressed timelines for claims, demanding specialized legal expertise for effective advocacy. Read On to Learn More.]]></description><link>https://www.htwlaw.ca/post/understanding-employment-law-for-federally-regulated-employee</link><guid isPermaLink="false">68314cd4fc4bc32098379fe8</guid><category><![CDATA[Federal Regulated Worker]]></category><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Workplace Harassment]]></category><pubDate>Thu, 12 Jun 2025 11:49:18 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/fa7c83_9717b5466ed64aae92862c163e8a9362~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Jack Oliver</dc:creator></item><item><title><![CDATA[Employment Contracts for Daily Workers: Why They Matter and What to Include]]></title><description><![CDATA[Domestic helpers, cleaners, gardeners, and plumbers form the backbone of our society, yet their employment rights and protections are often overlooked due to the absence of formal employment contracts in many cases, which can lead to misunderstandings, unpaid wages, and disputes over rights, which may result in lengthy and costly legal proceedings. Providing them with written contracts is an ethical obligation and a legal requirement that fosters trust, respect, and a positive work environment.]]></description><link>https://www.htwlaw.ca/post/employment-contracts-for-daily-workers-why-they-matter-and-what-to-include</link><guid isPermaLink="false">6821adfe492ff4fd56cdbf15</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Wrongful Dismissal]]></category><pubDate>Mon, 19 May 2025 10:58:47 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/fa7c83_6b001ee8317743ef91b7d768f74ee5a3~mv2.jpg/v1/fit/w_996,h_664,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Eva Vergis</dc:creator></item><item><title><![CDATA[Legal Differences in Car Detailing Employment: Calgary vs. Ontario]]></title><description><![CDATA[This article aims to provide a clear and concise guide for both employees and employers as they apply to auto detailers in Ontario and Alberta. Ontario's ESA provides a more robust framework of employee protections, particularly concerning overtime pay, mandated breaks, and termination notice. In contrast, Alberta's Code, while ostensibly similar, affords greater flexibility to employers, potentially leading to disparities in enforcement and worker outcomes.]]></description><link>https://www.htwlaw.ca/post/legal-differences-in-car-detailing-employment-calgary-vs-ontario</link><guid isPermaLink="false">681c501d78f0ad3a9ad36810</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Severance Pay]]></category><pubDate>Mon, 19 May 2025 10:25:44 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d427de_febbe433da4d4a0fb01d4de3893a742d~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Trudy Seeger</dc:creator></item><item><title><![CDATA[Do Employers Have to Accommodate Bicycle Commuters? Understanding Your Rights and Benefits]]></title><description><![CDATA[This article examines the emerging legal landscape surrounding employer obligations to employees who commute by bicycle, drawing upon relevant legislation and evolving best practices, and explores the potential legal risks employers face by failing to address the needs of cyclists, considering potential claims related to discrimination, occupational health and safety, and negligence. This article also examines strategies for employees to advocate for fair treatment and reasonable accommodations.]]></description><link>https://www.htwlaw.ca/post/do-employers-have-to-accommodate-bicycle-commuters-understanding-your-rights-and-benefits</link><guid isPermaLink="false">6811bb23d7aab542e7f5d980</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Disability Law]]></category><pubDate>Sun, 04 May 2025 22:57:23 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/8ca44e_f688d004bad8430a8d1b3c1c33dc434a~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>dukeanna555</dc:creator></item><item><title><![CDATA[Employment Law Trends to Watch in 2025]]></title><description><![CDATA[The year 2025 promises to be a watershed moment in Canadian employment law. Employers, legal practitioners, and employees alike must prepare for significant developments impacting everything from hiring practices to workplace well-being. This article, viewed through the lens of Canadian jurisprudence, highlights key trends, emphasizes the importance of proactive legal strategies, and underscores the necessity for all stakeholders to adapt to this evolving landscape.]]></description><link>https://www.htwlaw.ca/post/employment-law-trends-to-watch-in-2025</link><guid isPermaLink="false">6805d6089b44a80d78dd3230</guid><category><![CDATA[Employment Contract]]></category><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Disability Law]]></category><pubDate>Sun, 04 May 2025 09:57:50 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d427de_b6369ae6fd464bbf90b64e72a7f8216a~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Trudy Seeger</dc:creator></item><item><title><![CDATA[Can My Employer Stop Me From Moving?]]></title><description><![CDATA[Employee relocation triggers tricky legal terrain. Contracts matter, but implied terms (availability) &#38; accommodation duties are key. Unreasonable residency demands risk constructive dismissal. Termination for cause solely for relocation is unlikely, but communication is paramount. The prudent course of action lies in proactive communication and a nuanced understanding of one's legal entitlements. Read On to Learn More.]]></description><link>https://www.htwlaw.ca/post/can-my-employer-stop-me-from-moving-housing-and-job-rights-explained</link><guid isPermaLink="false">67f362bacbac1441ac4d5687</guid><category><![CDATA[Workplace Discrimination]]></category><category><![CDATA[Workplace Harassment]]></category><category><![CDATA[Employment Contract]]></category><pubDate>Sat, 19 Apr 2025 22:23:47 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/8ca44e_ad87f94ce863461ab59198d78beb4b4d~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>dukeanna555</dc:creator></item><item><title><![CDATA[Unpaid Wages? Understand How a Wage and Hour Lawyer Can Help]]></title><description><![CDATA[Didn't get the pay you deserve? A wage and hour lawyer specializing in employment law, covering minimum wage, overtime, misclassification, and illegal deductions, could help. They evaluate claims, help you gather evidence (pay stubs, timesheets), negotiate settlements, and represent in court to recover unpaid wages. Consulting one protects your rights and ensures fair workplace treatment. Read on to learn more.]]></description><link>https://www.htwlaw.ca/post/unpaid-wages-understand-how-a-wage-and-hour-lawyer-can-help</link><guid isPermaLink="false">67e6648389f652c76e8f1ca5</guid><category><![CDATA[Employment Contract]]></category><pubDate>Sat, 19 Apr 2025 20:33:09 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/cd1459_b0498f0bd45a4d24b13e08adfa87ef0c~mv2.png/v1/fit/w_941,h_627,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>kenwat75</dc:creator></item></channel></rss>

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