Labour and Employment law
For more than 25 years, our firm has offered unsurpassed services in labour and employment law. Whether you are an employer or employee, our lawyers are able to respond to your needs with regard to both collective and individual labour relations.
Our team is comprised of experienced lawyers who are dedicated to finding effective solutions to your contentious matters. Whether it involves negotiating severance pay, preparing an individual employment contract or negotiating a collective agreement, we have the expertise required for the task.
In the business sector, where competition is stronger than ever, management of employer-employee relations is a key factor to the company’s success in realizing its goals. Decisions that are made carefully, with regard to hiring, dismissals, negotiation of collective relations, as well as management of disciplinary and administrative measures, constitute the basis of a healthy relationship between the company and its employees. This relationship, in turn, allows the company to concentrate on achieving its economic objectives. Our firm provides you with support in the management of your labour relations and gives you strategic advice as to the best decisions to make.
How we help you:
Cases of Dismissal and Prohibited Practices: Whether it involves a complaint for wrongful dismissal, a prohibited practice or psychological harassment, our team possesses the expertise to advise you and defend your interests before various tribunals. We have successfully represented employers and employees alike in such instances of litigation. On occasions where we judge it appropriate, we suggest that you take part in mediation sessions that often engender informal agreements, and we support you throughout this process.
Clauses Relating To Non-competition and Non-solicitation of Clientele: In the application of a collective or individual labour agreement, written or verbal, we can advise you on the scope of the rights and legal obligations of an employee upon termination and the recourses available to the employer, as the case may be. Our analysis of the facts allows us to explain, for example, the geographical limits of a non-competition clause as well as the constraints and obligations relating to solicitation of clientele upon termination of the employment relationship.
Unionized Company: We have the skills to advise you on cases concerning labour relations at every level. Our intervention is relevant at the negotiations level or when drafting collective agreements and applying them. We are qualified to represent you before the Commission des relations du travail (CRT) to request an accreditation or an audition before the grievance adjudicators with regard to the application of your collective agreement.
Did you know that...
The precautionary measures that we can develop with you aim to help you avoid numerous situations of conflict. As a result, in entrusting us with the drafting and analysis of your labour contracts, we can protect you adequately.
The employer who wishes to dismiss an employee for serious reasons must ensure that the employee receives a written notice to this effect that will detail the reasons behind the dismissal, failing which, the employer will be unable to invoke the reasons which have not had been detailed if the employee contests the dismissal.
The employee who has been at the service of the employer for a continuous period of two years or more can generally be reintegrated, with compensation equivalent to lost salary since dismissal, if the Commission des relations de travail considers the dismissal to be dismissal without just and sufficient cause.
Severance pay as anticipated under the Labour Standards Act constitutes minimum standards and does not limit the right of the employee to obtain a larger amount due to circumstances peculiar to the employee’s situation.