Labour and Employment Lawyers with Legal expertise + practical business knowledge
Combined, they result in the handling of your labour and employment issues with speed, skill and confidence.
Our clients operate in virtually every sector of the economy, and include some of the world’s largest multi-national companies.
We also represent employers in most major industries in British Columbia, including transportation, retail, information technology, forestry and mining. In the public sector, we represent several municipalities. Our firm also acts for many First Nations and aboriginal employers across British Columbia. We also are frequently retained by senior executives and management to resolve their employment disputes, including wrongful dismissal actions.
The contract of employment has many characteristics that set it apart from the ordinary commercial contract.
Wallace v. United Grain Growers
The contract under consideration here is not a simple commercial exchange in the marketplace of goods and services. A contract of employment is typically of longer term and more personal in nature than most contracts, and involves greater mutual dependence and trust, with a correspondingly greater opportunity for harm or abuse.
Deidal v. Tod Mountain Development Ltd.
An employment relationship is based on contract. However, it is not like purchasing a car — a contract governing a discrete transaction. It is a transitional contract in which each of the employer and employee can reasonably expect more from each other as the relationship continues.
Ditchburn v. Landis & Gyr Powers Ltd.
Work is one of the most fundamental aspects in a person's life, providing the individual with a means of financial support and, as importantly, a contributory role in society. A person's employment is an essential component of his or her sense of identity, self-worth and emotional well-being.
Reference Re Public Service Employee Relations Act
I begin with the proposition that an employer has a right to determine how his business shall be conducted. He may lay down any procedures he thinks advisable so long as they are neither contrary to law nor dishonest nor dangerous to the health of the employees and are within the ambit of the job for which any particular employee was hired. It is not for the employee nor for the court to consider the wisdom of the procedures.
Stein v. British Columbia Housing Management Commission