Ed Canning

905.572.5809

Year of call: 1993

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Ed is an employment lawyer and Partner at Ross & McBride LLP.

He has been an employment lawyer in Hamilton for over 25 years, representing both employers and employees. For the last 21 years, Ed has written a bi-weekly column in the Hamilton Spectator on employment law.

Over the course of his career, Ed has appeared before the courts and a variety of tribunals. In 2001 he argued a Human Rights Code appeal before the Supreme Court of Canada and in 2016 before the Ontario Court of Appeal.

Ed aggressively represents and advises both employees and employers.

You can read Ed's articles via the Hamilton Spectator here
Visit Ed Canning's Blog: www.hamiltonemploymentlaw.com

Areas of Expertise

Human rights
Non-solicitation/non-competition agreements
Employment Standards Act issues
Canada Labour Code issues
Wrongful dismissal
Employment Contracts

Doctor's Note requirements

Dec 28, 2019

Question: I have been off work on disability for 8 months. Once a month my doctor fills out a form for the disability insurer. I contacted the employer last week to discuss the fact that my doctor will probably allow me to return to work in the new year and they seemed to be taken off guard. They said they would have to talk to the disability insurer to find out what was going on and told me I would have to get a doctor’s report. When I talked about some accommodations my doctor was recommending they wouldn’t discuss it at all. What is going on?

Vacation allocation

Dec 28, 2019

Question: Every Spring I take my vacation time to go visit my daughter in England. Happily this year she will have a new baby a few weeks before my usual trip. I usually go for 3 weeks but my employer will only approve one this year. For staffing reasons, they say that they just can’t afford to be shorthanded at that time. I am going to see my first grandchild this spring. What are my options?

Seniority, it's hard to take it with you.

Dec 14, 2019

Wrongful Dismissal lawsuits are rarely about whether the employer had a good reason to terminate an employee. Unless an employer is claiming that the employee did something so awful they deserve no notice or payment, the reasons for the termination are not the issue.