Legal Articles | Kadish Law Employm

Don't use AI to calculate your severance pay!

3 Reasons NOT Rely on AI to Calculate your Severance Pay

3 reasons you should not use AI to calculate your severance pay after a wrongful termination of employment.

noahkadish

Dec 103 min read

How Service Canada’s EI Rulings Reward Misconduct and Cost the Public (Fired for Cause - Still Receive EI?)

I recently encountered a scenario that perfectly illustrates the problem: an employee was terminated for walking off the job out of anger. He was specifically told by his employer on that day that he was not permitted to leave, and that that his role was critical that day. To make matters worse, he had a history of insubordinate behaviour. Ignoring the clear instructions that he was not permitted to abandon work for the day, he left anyway. By any reasonable standard, this wa

noahkadish

Nov 302 min read

The Trap of Temporary Layoffs: How One Employee Lost Over Half a Year of Income by Ignoring Legal Advice

I recently spoke with an employee who had just been placed on a temporary layoff. During his free consultation I explained very clearly that unless his employment contract specifically allowed for layoffs, he should object in writing immediately. A layoff imposed without contractual authority is usually a constructive dismissal. I told him not to accept it, not to be a “team player”, and not to trust that it would be short. He disagreed. He told me he trusted his employer, th

noahkadish

Nov 252 min read

Losing $50,000 by Being "Clever": Why Trying to Negotiate Your Own Severance Can Cost You Tens of Thousands of Dollars

I spoke with someone about two weeks ago regarding their termination. Based on their age, position, and length of service, I advised that they might be entitled to a maximum of approximately 22 to 23 months of severance. I also explained that the number they might reasonably settle for could be somewhat lower once mitigation is factored in. Mitigation refers to the prospect of reemployment during the notice period, which can reduce the employer’s actual financial exposure. Th

noahkadish

Nov 143 min read

Hiring Process & Discrimination Lawsuits

Hiring Just Became Dangerous: How Ontario’s New Job Posting Rules Could Result in Lawsuits Surrounding Hiring Process

Ontario’s new Working for Workers Five Act introduces strict job posting and hiring rules effective January 1, 2026, with major implications for discrimination and employment law. Employers must keep detailed records of postings, interviews, and communications for three years, disclose salary ranges, and notify applicants within 45 days. These new documentation duties could expose employers to future discrimination claims, as imperfect records and inconsistencies may be used

noahkadish

Nov 43 min read