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Whitten and Lublin LLP

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141 Adelaide St W #1100 , Toronto- M5H 3L5
Ontario , Canada  Canada
Today (Thursday) Open 8:00 AM to 12:00 PM

Whitten and Lublin LLP - Toronto

Located in Toronto, Whitten and Lublin LLP is a law firm specializing in employment law issues. A Whitten and Lublin employment lawyer serves both employers and employees, focusing on the delivery of strategic resolutions to workplace issues and representation of their clients’ interests before the courts. They practice in various areas, including: workplace harassment, termination of employment, just cause for dismissal, bad faith discharge, and more.

Business Operation Hours
Monday 9:00 AM to 5:00 PM
Tuesday 8:00 AM to 8:30 PM
Wednesday 8:00 AM to 8:30 PM
Thursday 8:00 AM to 12:00 PM
Friday Closed
Saturday Closed
Sunday Closed

Additional Information

Wrongful dismissal damages are meant to pay a dismissed employee the compensation that would likely have been earned had he/she remained at work during their notice period. Additional damages can also be sought depending on the conduct of the employer. Damages can be claimed for personal injury, mental distress and punitive damages.

Product and Services

Constructive dismissal is the legal term used when an employer imposes a fundamental change to an employee’s job. This change must be considered a substantial departure from the employee’s previous job. In these cases, employees may be able to leave work and treat themselves as terminated and then sue for lost wages and damages while looking for another job.

Employers can draft contracts that restrict the ability of an employee to contact clients or work in the industry following their departure. These “restrictive covenants” are thought to be generally unenforceable but that is not actually the case. A well drafted clause can prevent an employee from many forms of competition following their departure.

In situations where you are asked to sign or have signed a non-compete or non-solicitation agreement, consider the following advice:First, does the contract form part of the employment relationship? This is critically important but often overlooked by employees and employers – and sometimes by inexperienced lawyers. As with an employment contract, an individual has to agree to a restrictive covenant before he or she accepts employment.

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