Social media posts can have real workplace consequences, even when made outside of work hours. This article explains how Ontario courts balance employee freedom of expression with an employer’s right to protect its workplace, reputation, and business interests.

Employees with less than three months of service or on probation are often assumed to have no legal entitlements if terminated. In Ontario, that assumption is incorrect. This article explains how common law reasonable notice can still apply, the limits of probationary clauses, and what employers and employees need to understand when early termination occurs.

Frustration of contract is a narrow legal doctrine in Ontario employment law that applies only where an unforeseen event makes continued performance of an employment contract impossible. It does not arise simply because an employee is on leave or unable to work temporarily. This article explains when frustration may apply, the employer’s burden of proof, and the additional duty to accommodate where disability is involved.

The freedom to travel depends largely on the passport you hold. While citizens of powerful countries can explore the world with ease, others must navigate complex visa processes, embassy appointments, and high costs just to reach the same destinations. This article explores the real-world differences between strong and weak passports and the hidden price of global mobility.

In today’s data-driven world, information fuels innovation, competition, and growth. Organizations collect and analyze both personal information (personal data) and operational data to enhance products, anticipate trends, and improve efficiency. But as data becomes more powerful, so does the responsibility to manage it ethically and in compliance with global privacy laws. This article explores how data empowers businesses while highlighting the growing need for transparency, accountability, and strong privacy governance.

Conducting a Privacy Impact Assessment (PIA) is one of the most effective ways to monitor compliance and protect personal information. For Canadian businesses, a well-structured PIA ensures that privacy risks are identified early, controls are in place, and operations meet PIPEDA and ISO/IEC 29134 standards. More than a legal safeguard, it is a proactive strategy that builds accountability and strengthens your organization’s approach to data protection.

A strong privacy policy is essential for any business handling personal data. Learn how to meet PIPEDA standards, apply the ten CSA principles, and build trust through transparency and responsible data management.

Managing inheritance and property in the Philippines can be challenging when family members live overseas. This guide explains how Filipinos abroad can plan succession, settle estates, and prepare the right documents to protect family assets for the next generation.

Buying property in the Philippines can be both exciting and personal. Whether you are an overseas Filipino re-acquiring your family home or a foreign investor looking for a condo in Cebu or a beach house in Siargao, this guide explains how foreigners and Filipinos abroad can legally buy or invest in real estate through condominiums, long-term leases, or corporate ownership. Learn the key steps before you buy.

Divorce remains unavailable in the Philippines, but Filipinos—whether in Canada or living abroad—still have legal options to address marital and property issues. This guide explains the key remedies under Philippine law: marriage annulment, legal separation, and judicial separation of property. Learn how each process works, when it applies, and how New Wave Lawyers helps Filipinos overseas navigate these proceedings with reliable in-country representation and expert legal support.

Proving just cause is no simple task. Courts in Ontario set a very high bar before allowing dismissal without notice or pay. For employees, this means not every claim of “cause” is justified. For employers, it means proceeding with caution, evidence, and fairness.

Recent Ontario cases — Dufault v. Township of Ignace and Bertsch v. Datastealth Inc. — show that vague “at any time” clauses can make termination provisions unenforceable. For employees, this could mean entitlement to greater compensation. For employers, it’s a reminder that precision in drafting is essential.

Being terminated without cause doesn’t always mean the dismissal was fair or lawful. Employees may still have rights to additional notice, benefits, or compensation. Learn what to review before signing a termination package and how to protect your entitlements under Canadian law.

Classic negotiation theory emphasizes generating options for mutual gain. This chapter revisits that assumption and introduces a more nuanced perspective, examining how option generation shapes decision-making and satisfaction in ways that are often overlooked.

More options do not necessarily produce better negotiation outcomes. This chapter explores why limiting options can improve decision quality, drawing on intuitive decision-making models and behavioral research.

Excessive option generation can trigger decision aversion and irrational choices. This chapter examines how too many alternatives can distort judgment, delay decisions, and reduce negotiation effectiveness.

Negotiation success is not measured solely by economic gain. This chapter focuses on post-negotiation satisfaction, regret, and counterfactual thinking, explaining why more options can lead to less satisfaction.

Drawing together behavioral research and negotiation experiments, this concluding chapter explains how decision fatigue and excessive choice affect both outcomes and long-term satisfaction, offering a more strategic approach to option generation.