Heeney Vokey LLP

As of May 1st, 2024 Heeney Vokey is no longer operating.

James Heeney and Sarah Vokey have opened their own firms.

Heeney Lawyers
Employment Lawyers & Workplace Investigators
T. 416.221.0050
www.heeneylawyers.com

James Heeney
[email protected]
T. 416-221-0050 ext 9771

Jessica Nolan
[email protected]
T. 416-221-0050 ext 9774

Emma Hrajnik
[email protected]
T. 416-221-0050 ext 9775

Tanya Melo
[email protected]
T. 416-221-0050 ext 9772

Victoria Gibson [email protected]
T. 416-221-0050 ext 9776

—————————

Sarah Vokey Law
Employment Lawyers | Workplace and Sport Investigators

T. 647-483-3989
www.sarahvokeylaw.com

Sarah Vokey
[email protected]
T: 647-483-3989

Ayaz Huseynov
[email protected]
T: 647-483-3989

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Are any employment contract termination provisions enforceable? HV on HR Newsletter on HR Newsletter March 2024 In this issue... Are any employment contract termination provisions enforceable? A recent court decision in Ontario has added another, extremely broad b

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A Reminder on Bonus Entitlements HV on HR Newsletter on HR Newsletter February 2024 In this issue... A Reminder on Bonus Entitlements In 2020, the Supreme Court of Canada provided guidance on the language employers should use in bonu

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Top Employment Law Developments from 2023 HV on HR Newsletter on HR Newsletter January 2024 In this issue... Top Employment Law Developments from 2023 While there were many legislative updates and important judicial decisions in 2023, this ne

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The Duty to Mitigate HV on HR Newsletter on HR Newsletter December 2023 In this issue... The Duty to Mitigate In Ontario, when an employee is terminated without cause, the employee is required to mitigate their damages by

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Recent Changes to the Income Tax Act May Affect Severance Agreements HV on HR Newsletter on HR Newsletter September 29, 2023 In this issue... Recent Changes to the Income Tax Act May Affect Severance Agreements In June 2023, the federal government passed new legislatio

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Recent Changes to the Income Tax Act May Affect Severance Agreements HV on HR Newsletter on HR Newsletter September 29, 2023 In this issue... Recent Changes to the Income Tax Act May Affect Severance Agreements In June 2023, the federal government passed new legislatio

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Recent Changes to the Income Tax Act May Affect Severance Agreements HV on HR Newsletter on HR Newsletter September 29, 2023 In this issue... Recent Changes to the Income Tax Act May Affect Severance Agreements In June 2023, the federal government passed new legislatio

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Reminders on Employment Contracts HV on HR Newsletter on HR Newsletter July 24, 2023 In this issue... Reminders on Employment Contracts Recent court decisions have provided some important reminders on contract enforceability. An enfor

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Termination for Cause Upheld by BC Court HV on HR Newsletter on HR Newsletter May 24, 2023 In this issue... Termination for Cause Upheld by BC Court While the bar to establish cause to terminate employment is often considered extremely high

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Refusal to Obtain COVID-19 Vaccine Constitutes Frustration of Employment Contract HV on HR Newsletter on HR Newsletter April 24, 2023 In this issue... Refusal to Obtain COVID-19 Vaccine Constitutes Frustration of Employment Contract For the last two years, Canadian courts have addr

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Can Employers be Vicariously Liable for an Employee’s Conduct? HV on HR Newsletter on HR Newsletter March 24, 2023 In this issue... Can Employers be Vicariously Liable for an Employee’s Conduct? In Ontario, employers have duties and obligations in the workplace p

Happy International Women's Day!

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Employee Ordered to Repay Former Employer $2,600 for Time Theft HV on HR Newsletter on HR Newsletter February 24, 2023 In this issue... Employee Ordered to Repay Former Employer $2,600 for Time Theft Many employers may have learned in the news about a recent case

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2022: A Year in Review HV on HR Newsletter on HR Newsletter January 24, 2023 In this issue... 2022: A Year in Review 2022 brought employers and the employment law community a number of interesting and important judicial dec

We are !

We are a boutique employment law firm located in Toronto seeking to grow through the addition of a new associate lawyer. We practice exclusively in employment law with a practice evenly split in acting on behalf of employers and employees. We also have a broad investigation practice.

We offer an excellent scope of work with a diverse range of clients and excellent long-term opportunities to not only find a job, but pursue a career that includes the ability to work directly with clients but also within the team to develop your skills. All of our work has developed through referrals from clients and lawyers within the community. We believe strongly in developing the practice through unparalleled legal services. We want team members who can build a career through putting the client at the forefront of the delivery of exceptional employment law and investigation services.

Skills and experience

The successful candidate will have had exposure to the full range of workplace issues that employees and employers face including: human rights, wrongful dismissal, employment standards, employment agreements, strategic human resources advice and workplace policies.

The ideal candidate will also have:

• All years of call with strong backgrounds will be considered;
• An excellent academic record and employment history;
• Excellent written and verbal communication skills;
• Strong interpersonal skills and an ability to foster confidence and build relationships with clients; and
• Experience conducting workplace investigations is an asset.

With the range and diversity of work we offer, we also aim to foster a respectful and positive working environment, where excellence, integrity and collegiality are paramount. We are looking for a candidate with a strong educational background who wants to continue doing exceptional work and exercising the highest ethical standards.

If you believe that you would be a great fit for this position, please send your resume and qualifications to: Tanya Melo, Office Manager at [email protected].

We thank all candidates for their interest,
but only those applicants selected for an interview will be contacted.

www.heeneyvokey.com

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Constant Contact : File Not Found If you followed a broken or out-of-date link, please inform the owner of the referring document. Email [email protected] to report this error or continue on the Constant Contact home page.

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Deadline Reminder to Ontario Employers with 25 or More Employees – Electronic Monitoring Policy HV on HR Newsletter on HR Newsletter October 24, 2022 In this issue... Deadline Reminder to Ontario Employers with 25 or More Employees – Electronic Monitoring Policy As discussed in our March 2022 ne

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Employee Awarded $55,000 in Moral and Punitive Damages for Employer’s Post-Termination Conduct HV on HR Newsletter on HR Newsletter October 24, 2022 In this issue... Employee Awarded $55,000 in Moral and Punitive Damages for Employer’s Post-Termination Conduct A recent judgement highlights the

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The Implications of Remorse in Workplace Investigation HV on HR Newsletter on HR Newsletter September 26, 2022 In this issue... The Implications of Remorse in Workplace Investigation The Ontario Occupational Health and Safety Act requires an employer to c

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Two novel COVID-19 decisions: indefinite layoff for refusing to wear facemask NOT constructive dismissal and religious exemption granted for vaccine policy.

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Two novel COVID-19 decisions: indefinite layoff for refusing to wear facemask NOT constructive dismissal and religious exemption granted for vaccine policy HV on HR Newsletter on HR Newsletter August 29, 2022 In this issue... Two novel COVID-19 decisions: indefinite layoff for refusing to wear facemask NOT constructive dismissal and religious exemption g

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What makes Companies Common Employers? HV on HR Newsletter on HR Newsletter July 21, 2022 In this issue... What makes Companies Common Employers? Ontario courts have determined that an employee may simultaneously have more than a single em

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B.C. Court Provides Guidance on Mitigating Damages After Termination

B.C. Court Provides Guidance on Mitigating Damages After Termination HV on HR Newsletter on HR Newsletter June 24, 2022 In this issue... B.C. Court Provides Guidance on Mitigating Damages After Termination Employers are well aware that an employee has an obligation to

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Terminations for Cause: Ontario Court of Appeal Clarifies What is "Wilful Misconduct"


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Terminations for Cause: Ontario Court of Appeal Clarifies What is “Wilful Misconduct” HV on HR Newsletter on HR Newsletter May 24, 2022 In this issue... Terminations for Cause: Ontario Court of Appeal Clarifies What is “Wilful Misconduct” There is some uncertainty in the bar for termin

Check out our latest HV on HR Newsletter for Important Employment Legislative Updates

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Important Employment Legislative Updates HV on HR Newsletter on HR Newsletter April 21, 2022 In this issue... Important Employment Legislative Updates: minimum wage increase, rights for digital platform workers, larger health and safety fine

Province Preparing Legislation Requiring Employers to Disclose Electronic Monitoring of Employees

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Province Preparing Legislation Requiring Employers to Disclose Electronic Monitoring of Employees HV on HR Newsletter on HR Newsletter March 18, 2022 In this issue... Province Preparing Legislation Requiring Employers to Disclose Electronic Monitoring of Employees On February 28, 2022, the Governm

Province Provides Guidance on Disconnecting from Work Policies

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Province Provides Guidance on Disconnecting from Work Policies HV on HR Newsletter on HR Newsletter February 25, 2022 In this issue... Province Provides Guidance on Disconnecting from Work Policies After much anticipation, the Government of Ontario has released

Are post-employment non-compete agreements entered into in Ontario prior to October 25, 2021 void?

Take a look at the latest issue of HV on HR newsletter for more information.

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Are post-employment non-compete agreements entered into in Ontario prior to October 25, 2021 void? HV on HR Newsletter on HR Newsletter February 25, 2022 In this issue... Are post-employment non-compete agreements entered into in Ontario prior to October 25, 2021 void? As we previously reported in