When employers and employees have grievances that fall under legislation for Canadian employment law, either party may decide to launch a litigation suit by filing a claim for damages. In Ontario, such claims are not permitted to go directly to trial before a court and judge. A mandatory step in the litigation process is a mediation session.
Our associates possess an in-depth knowledge and key understanding of this sector. We assist the parties in achieving quick, cost effective and pragmatic solutions in relation to all types of matters concerning workplace disputes.
Whether your dispute involves termination, discrimination, harassment, or wage and hour claims, our mediators have the knowledge of employment law, the experience in employment mediation, and the experience working with employment lawyers and employees themselves to help you and your client settle if at all reasonably possible.
We believe that effective mediation requires more than just legal knowledge. It includes using insight and savvy to balance a multitude of personalities and viewpoints, and to arrive at a solution that is tailored to both parties. We do not aim for a lose-lose compromise. Our target is to arrive at a constructive win-win solution that all parties take part in crafting.
Unionized workplaces – Labour Law
This is where grieving union members go prior to mandatory arbitration. Mediation is voluntary under the provincial legislation.
Non-Unionized – Employment Law
These are disputes that are mediated between the employee and their employer, mostly discharge cases (Severance and Termination pay), prior to a Superior Court date. If mandatory, the matter must be mediated within 180 days after the first defence is filed. There can be exceptions, but it usually in the best interest of the parties to deal with these matters expeditiously.