Not exact matches
Our dedicated
employment team regularly
deal with high - value
cases in this area of the
law and can provide practical and effective advice to employers on the likely challenges to look out for in defending a whistleblowing claim.
From an
employment law perspective this
case is relatively cut and dry — in so much as the employer was left with very little choice as to how to
deal with such a flagrant and public breach of its diversity and equality policy by one of its employees.
One of the
cases presented to me at this moot was Kathryn Leah Smithen v.
Law Society of Upper Canada,
dealing with an applicant who «disclosed a criminal history of 38 or 39 convictions for fraud - related offences between 1979 and 1993, several outstanding civil judgments, two judgments entered against her in actions involving fraud, two terminations of
employment for cause, and two declarations of bankruptcy.»
Many lawyers test as Specialists and are drawn to practice areas that allow them to do a deep dive into a subject matter (like
employment litigation or immigration
law), while Generalists are happiest when they can work on a wider variety of
deals and
cases.
Of course, in the
case of
law, hand - holders would be more useful in areas of practice that
deal with real rather than corporate persons; but even with the latter, I can see some real utility in a lawyer's being able to provide straightforward written material on some standard situations: «contracting for services,» «leasing in a shopping centre,» «developing
employment contracts,» and so forth.
Represent over 200 clients in the course of
employment, winning over 95 % of
cases, most of them
dealing with criminal
law