EMPLOYMENT AND LABOR LAWS
If an employer and employee conflict falls under the scope of Canadian employment and labor laws, any party can file a lawsuit against the other and demand damages.
Employment and Labor Laws
Our associates possess in-depth knowledge and key understanding of this sector. We therefore assist the parties in achieving quick, cost-effective, and pragmatic solutions in relation to all types of matters concerning workplace disputes.
All Practice Areas
For our individual clients, we have specially trained mediators specializing in matters such as divorce settlements, family/parenting difficulties, landlord/tenant disputes, diversity issues, problems with neighbours, among many others.
Estate planning is not static and is increasingly complex. Often the plan stops short of providing for the kinds of solutions that are needed to deal with evolving family dynamics.
In business, disputes can be a fact of life. This can also be true for those involved in a franchise.
Mediation is a cost effective tool to address conflict as a non-adversarial alternative to litigation. Using mediation to resolve conflicts can serve to preserve relationships which may be vital to your business, to your stakeholders or to your personal well being.
Sadowski Resolutions Group remains committed to assist parties in the resolution of their disputes. Advocacy and Mediation may not always be possible or the most efficient.
In Ontario, the damages awarded by a judge and/or jury can vary substantially. We have seen a number of cases with a significant swing factor result in devastating impact to a Plaintiff and in the alternative, precedent setting decisions that future Defendants will now have to deal with.
Whether your dispute involves termination, discrimination, harassment, or wage and hour claims, our mediators have the knowledge of employment and labor laws, 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. Also, 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.
What We Cover Under Employment and labor laws
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.
Unionized workplaces – Labour Law
This is where grieving union members go prior to mandatory arbitration. Mediation is voluntary under the provincial legislation.
