Halloween Safety Tips For Pedestrians

All Hallows’ Eve is upon us and Canadian neighbourhoods are about to be filled with all manner of unusual creatures. But it isn’t just ghouls and demogorgans to watch out for, Halloween is one of the most dangerous days of the year for pedestrians, especially children. If you are planning to celebrate October 31st trick-or-treating with your kids or attending a costume party with your friends, below are some safety tips to help keep you and your loved ones safe.

Halloween Safety For Pedestrians – Stay Visible

halloween-safety-tips-for-pedestrians-kcy-at-lawMost motor vehicle-pedestrian collisions occur between dusk and midnight. Be sure that you can see cars and that they can see you. Dark clothing and poor visibility put pedestrians at risk even when they are obeying all traffic laws. A bright costume is ideal but if you or your kids relish the dark and macabre, wear a light or reflective tape to cue drivers to your presence. Additionally, five little witches are more noticeable than one.

Travelling in groups makes you and your children more visible to motorists. Lastly, make sure you are aware of your surroundings and that your mobility isn’t impeded by your outfit. Ensure that you won’t trip over your costume and be aware that masks can substantially limit your field of vision.

Use Sidewalks and Crosswalks

About one third of pedestrian death occur when pedestrians cross the street mid-block. Although your kids might be tempted to zig-zag across the streets from one haunted house to the next, keeping to the sidewalk and using crosswalks can greatly reduce the risk of being hit by a motor vehicle. It is especially risky to cross the road from between parked cars where you and the shorter members of your goblin brood may be hard for drivers to see.

Motorists:Avoid Residential Streets

If at all possible, keep out of neighbourhoods or streets with a high volume of trick-or-treaters. A greater number of pedestrians, and young pedestrians in particular, increases the risk of driving accidents. If you do need to drive through a busy trick-or-treat corridor, be sure to use extra caution. Over 40% of fatal pedestrian-car accidents occur at speeds of 50 km/h and under so leave yourself lots of time on the 31st to drive extra slow to wherever you are going. Expect the unexpected from little wizards. Excited costumed kids are not necessarily paying attention to traffic and might give you the worst kind of scare by unexpectedly taking to the road.

Never Drink and Drive

Plan a way home before you head to a festive party with friends, family, or coworkers. RIDE programs will be in high effect October 31st  to ensure everyone can enjoy Halloween safely.


Expert Car Accident Lawyers

If you or a loved one has been injured by a car accident caused by a negligent driver, KCY at LAW has the expertise to get you the compensation you deserve. Call us today at (905) 639-0999 or contact us online to book a consultation.

The Benefit of Expert Evidence

When pursuing a lawsuit against a negligent party it can be a challenge proving your case successfully.  Whether he or she is an expert relating to an issue of liability, such as whether a particular doctor fell below the standard of care expected when performing a medical procedure, or an issue relating to damages, such as an orthopedic surgeon opining on the prognosis of your fractured ankle, expert witnesses can be valuable assets in advancing your claim and getting the compensation you deserve.

The Benefits of Expert Witnesses

The Benefit of  Expert Evidence - Personal Injury Lawyer KCY at LAWThere are various benefits to lawyers obtaining the opinions of expert witnesses.  First, they can provide important technical details that may not otherwise be present in your case.  As an example, there could be some well-known medical literature in his or her field that is unknown to the layperson but which helps prove his or her opinion regarding your injuries.  There may also be a regulation or set of standards that he or she is aware of that can help show how someone is at fault for your trip or slip and fall accident.

Second, expert witnesses also tend to have a lot of experience in matters similar to yours.  Whether it’s an expert engineer examining the functioning of an elevator or a psychologist who has decades of experience dealing with individuals with post-traumatic stress disorder, it can be much harder for the opposing lawyer to deny or refute the expert’s claims.

Expert Evidence Adds Credibility

Third, experts can add a lot of credibility to your case.  As opposed to a lay witness (for example, a friend, family member, or independent witness to an accident), an expert is most often well-versed in the particular area that they have been retained to opine on.  As such, a lot of what is stated by an expert, whether in a report or on the witness stand, is more likely to have more weight behind it.

Network of Expert Witnesses

If you or someone you know has been seriously injured as a result of an accident, an expert witness may be the key factor that tips the balance in your favour.  We at KCY at LAW have access to a vast network of experts in numerous areas that may prove to be the critical piece to your case’s success. 

Network of Expert Witnesses

If you have been injured as a result of a motor vehicle accident or trip/slip and fall, contact us right away by calling (905) 639-0999 or contact us online to book your FREE consultation!

Ontario Court Recognizes New Privacy Tort

Earlier this year, the Ontario Superior Court released its decision in Doe 464533 v D 2016 ONSC 541 wherein a man was found to be financially liable for posting a private sex tape of a former girlfriend online.  It was in this case that the Court recognized for the first time the new privacy tort of public disclosure of private facts.  The Court’s decision expands the common law protection of privacy and illustrates how courts can recognize and provide relief to victims of cyberbullying.

Ontario Superior Court Decision in Doe 464533 v D 2016 ONSC 541

Ontario Court Recognizes New Privacy Tort

This new form of a tort arose from the above-noted decision which dealt specifically with revenge porn cyberbullying.  The defendant posted a sexually explicit video that he promised not to disclose of the plaintiff to a pornographic website.  When the plaintiff became aware of the video being posted on the website, the defendant admitted to uploading it before it was removed a few weeks later.  Despite the video eventually being taken off the website, the Court held that there is no way to know how many times it was viewed, copied, or stored before being removed.  Ultimately, the Court awarded the plaintiff $105,500.00 in damages and interest, and granted a permanent injunction disallowing the defendant from contacting the plaintiff or her family members.

Publication of Embarrassing Private Facts – New Privacy Tort

For those who are unfamiliar, the tort of public disclosure of private facts contains the following three elements: someone who gives publicity to a private matter of another is subject to liability to the other for invasion of the other’s privacy, if the matter publicized or the act of the publication would be highly offensive to a reasonable person, and is not of legitimate concern to the public.

Publication of Embarrassing Private Facts - New Privacy Tort

The ever-changing and evolving nature of technology into normal, everyday life will likely continue to significantly impact the issue of privacy.  The decision held by the Court in this case however does recognize the new tort of public disclosure of private facts and will hopefully provide a better remedy for those who have been victim to various forms of cyberbullying.

Public Disclosure of Private Facts

If you have been the victim of public disclosure of private facts then contact KCY at LAW to ensure your case is handled effectively. Contact us today by calling (905) 639-0999 or via our online form here.

Changes To The Ontario Rules Of Civil Procedure Could Boost Number Of Claims

LawPRO has made civil litigation its priority as it seeks to avoid a flood of new claims when the new automatic dismissal rules kick in at the beginning of 2017.  The new rules relate to Rule 48 of the Ontario Rules of Civil Procedure and state that any lawsuit commenced before January 2012 that has not settled or been set down for trial by January 1, 2017 will be dismissed without any notice by the Court.

Changes To The Ontario Rules Of Civil Procedure

Prior to 2015, individuals only had 2 years to set their matters down for trial before a notice was sent out by the Court to dismiss the claim for abandonment.  The new rule, however, replaced this warning with a longer deadline, making dismissal of a claim automatic after five years.  Ms. Susan McGrath, Law Society of Upper Canada Bencher recently told Convocation that this transition could lead to a significant increase in the amount of claims.

Changes to Rule 48 of the Ontario Rules of Civil Procedure

Possible Boost in Claims Before January 1st, 2017

Given the fast approaching January 1, 2017 deadline, expect to see many lawyers with cases not yet set down for trial but ones which were commenced before 2012 to be cramming in as many steps to get their matter as ready for trial as possible in order to avoid automatic dismissal.

Ontario Rules Of Civil Procedure Rule 48 Changes - Susan McGrath

All lawyers need to familiarize themselves with the requirements under Rule 48, and specifically the transition provisions.  Dates should be updated in any tickler systems used to reflect the new deadlines and to avoid any hiccups in the management of any given file.  This is especially important as the Courts will no longer be sending out any notices of actions being dismissed.

Claims Impacted By Rule 48

If you have any doubts about your potential claim or if it will be impacted by the changes to Rule 48 of the Ontario Rules of Civil Procedure then give KCY at LAW a call now on (905) 639-0999 or contact us online for advice.

Performance Improvement Plans (PIPs) Info

Have you been put on a performance improvement plan (PIP) by your employer?

What Is A Performance Improvement Plan (PIP)?

A PIP can be a genuine way for an employer to help a struggling employee to improve his or her performance. A PIP may also signify the beginning of the end of the employment relationship. Often times the employer may be implementing a PIP in order to create a paper trail or frustrate the employee so that he or she ends up quitting.

An employee should do everything they can to understand the PIP and, where necessary, challenge elements of the PIP that they disagree with (which should be documented in writing).

“With Cause” Terminations

If an employer intends on terminating an employee “with cause” on the basis of poor performance, thereby resulting in them receiving no severance package and possibly rendering them ineligible for employment insurance benefits, the employer will be required to demonstrate they put the employee through a progressive disciplinary structure prior to termination. This should typically start with a verbal warning, following by a written warning, followed by a suspension before actual termination.

Termination With Cause Process - KCY at LAW

Performance Improvement Plans Advice For Employers

The employer should ensure that expectations or goals stated in the PIP are objective and measurable. Subjective goals or objectives are much more likely to be scrutinized by the employee’s lawyer and the Court. Furthermore, if the objectives or expectations set by the employer are realistically unachievable, they could find themselves at risk of facing additional punitive damages for bad faith.

Performance Improvement Plans (PIPs) Advice for Employers - KCY at LAW

Performance Improvement Plans Expertise

Whether you are an employer looking to place an employee on a PIP or you are an employee recently provided with a PIP by your employer, it is crucial to consult with a lawyer in order to ensure that your rights are protected. We at KCY at LAW have the experience and employment law expertise necessary to effectively assist both employers and employees in these situations.

Contact KCY at LAW right now at 905-639-0999 or contact us online to book a consultation!

Winter Road Authority Cases

In the winter months, individuals do their best to adapt to the road’s uncertain and precarious wintry conditions. Depending on the maintenance of travelled roads and the ever-changing climate, drivers undergo a journey that requires concentration, awareness, preparedness and a ready-for-anything type attitude.

Unlike a regular motor vehicle accident case, a road authority case involves a number of documents that are unique to those cases. These documents, however, are crucial to proving your case and getting the compensation you deserve.

Winter Road Authority Cases – Documents Required

Winter Road Authority Cases Ontario - Documents Required - KCY at LAWExamples of such documents include the following:

  • Contracts/agreements between the various road authorities;
  • Insurance policies;
  • Winter control manuals/logs;
  • Daily patrol logs;
  • Documentation regarding weather data;
  • Winter training manuals;
  • Documentation regarding maintenance operating instructions;
  • Email correspondence between the various road authorities with respect to road maintenance issues; and
  • Budgetary documentation from the various road authorities.

It is also important to review the applicable municipal legislation and by-laws as they relate to road maintenance services, as well as any “minimum maintenance standards” regulations in effect at the time of the accident.

Winter Road Authority Case Expertise

These are just a few of the considerations that need to be thought of in order to build a successful road authority claim. Regardless of the considerations above, all drivers must still remain focused and alert to what lies on the road ahead.

Winter Road Authority Cases Ontario - KCY at LAW

If you have a motor vehicle case that involves one or more road authorities, KCY at LAW has the experience and expertise necessary to effectively handle your claim. We have a proven track record when it comes to cases involving road authorities (see the case of Giuliani v. Region of Halton, 2010 ONSC 4630).

Contact KCY at LAW today at 905-639-0999 or online to book a FREE consultation!

Common Traffic Injuries – The New Regime in Ontario

In the wake of the new proposed guidelines by the Ontario government, “common traffic injuries” (CTI) will be the new collective term to encompass injuries with recovery times ranging from a few days to a few months. This new regime is expected to impact approximately 60,000 Ontarians each year. Included in this definition will be all of the injuries that previously fell within the Minor Injury Guideline with the addition of minor head injuries.

Injuries are categorized into three categories: Type I, Type II, or Type III injuries. These categories are further divided by phase: Recent (zero to three months post-collision) or Persistent (four to six months post-collision).

Common Traffic Injuries : Concerns About The New Regime

One concern is that under this regime, injured individuals will require a physician or nurse practitioner to provide substantial evidence as to why the individual’s injuries should exclude them from the CTI, which will prevent a large percentage of those injured in an accident from obtaining the medical and rehabilitative treatment they require. The substantial evidence that will be required must reveal a neurological disorder, psychosis, or severe PTSD or a severe pathology. Another concern with the proposed guidelines is that those who are allowed to commence and coordinate the goods and services under CTI constitute a very small group of individuals. Excluded from this group are occupational therapists, speech pathologists, and psychologists, all of whom regularly treat those injured following a motor vehicle accident.

Changes To Common Traffic Injuries Regime Ontario - KCY at LAW Personal Injury Lawyers

As a result of the proposed guidelines, the Ontario Trial Lawyers’ Association (OTLA) estimates that treatment costs under one of the CTI guidelines will be approximately $1,000 whereas prior to 2010 most injured individuals had $100,000 available to them through their automobile insurer for medical and rehabilitative treatment.

Motor Vehicle Accident Advice

If you have been injured due to a motor vehicle accident and are unsure as to what benefits your automobile insurer can provide, or what compensation you are reasonably entitled to for your pain and suffering, income loss, and/or future medical treatment, KCY at LAW has the experience and expertise necessary to effectively handle your motor vehicle accident claim.

Contact KCY at LAW today at 905-639-0999 or online to book a FREE consultation!

Surveillance Evidence Update | Iannarella v Corbett

Surveillance evidence may be called for two purposes at trial: as substantive evidence or as evidence used to impeach or discredit a party. Surveillance as substantive evidence is surveillance that the defendant intends to rely on at trial in order to prove the plaintiff’s injuries are not as alleged. If being used for this purpose, the evidence must be produced to the plaintiff within ninety (90) days of trial. Surveillance used to impeach one’s credibility is relied on by defendants when they wish to show inconsistencies between what the plaintiff claims he or she can and cannot do and what the surveillance actually shows.

As set out in the 2013 Ontario Superior Court decision of Arsenault-Armstrong v Burke, Plaintiff’s counsel is entitled to know the dates of the surveillance conducted, the date of the surveillance report, the name of the investigator, the number of pages in the report, the number of photographs taken, the number of minutes of video taken, and the particulars of the surveillance.

Surveillance Evidence Update – Iannarella v Corbett

Surveillance Evidence Update from Iannarella v Corbett - KCY at LAW BurlingtonOn February 17, 2015, the Ontario Court of Appeal released its decision in Iannarella v Corbett. Justice Lauwers held that defendants must disclose all surveillance conducted on the plaintiff, whether or not they wish to maintain a claim of privilege over the evidence. As highlighted by the Court of Appeal, this disclosure is necessary in the interests of fairness and the objectives of efficiency and settlement. Defendants cannot simply conduct “trial by ambush”.

Some of the key highlights relating to surveillance that came out of Iannarella are:

  • Privileged documents must be disclosed in Schedule B of the defendant’s Affidavit of Documents
  • The obligation to serve an Affidavit of Documents is mandatory
  • Any subsequent surveillance must be disclosed
  • The plaintiff may have the right to further discovery to obtain particulars of the surveillance
  • Defendants who do not disclose surveillance cannot rely on it for impeachment purposes
  • Surveillance evidence that is admitted for impeachment purposes cannot morph into substantive evidence

Iannarella sends a strong message that plaintiffs are entitled to disclosure of surveillance on an ongoing basis and a defendant’s ability to use surveillance will be limited to situations where it has properly complied with the Rules of Civil Procedure.

Right to Privacy in the Workplace Guidelines

In an age of information, many people worry about their right to privacy at home and in the workplace. Although workplace privacy laws vary between provinces and occupations, the Office of the Privacy Commission provides a list of guidelines for employers to use when making decisions about handling their employee’s right to privacy. While these rules are general in nature, they make good business sense and set the tone for a mutually respectful workplace.

The employer should clearly explain what kind of personal information they will be collecting, why they need it, and what they will be doing with it. Personal information ranges from birthdates and social insurance numbers to web browsing history and psychological testing. Employers should have a good reason to collect the information and guarantee that it will be used responsibly.

Collection of personal or private information should only be done with the employee’s knowledge and consent. There are plenty of legitimate reasons for employers to collect personal information. Payroll, benefit plans, and other incentives require detailed information to ensure accuracy and compliance. In some cases, such as medical plans, the employer has limited access under the Privacy Act, but most of the time the application forms are kept on hand as long as the employee remains at the company.

Personal information should only be collected if it is absolutely necessary. Employers need to find a balance between asking for details that are legitimately required without becoming too invasive on an employee’s right to privacy. Application forms should be reviewed and revised accordingly. If there is video surveillance in the workplace, employers should ask themselves if it is actually serving a purpose.

Information that is no longer needed, or left over from former employees should be destroyed unless the employer is required to keep it by law. Once an employee leaves a company, there is very little information that needs to be kept on file. By holding onto personal documents, the workplace puts the employee at risk of a violation of their privacy. Even though documents should be handled exclusively by employees who adhere to strict confidentiality practices, it is much easier to dispose of unnecessary information than try to protect it.

Employees should have the ability to access the information that their workplace has on file to ensure its completeness and accuracy. An employee’s file should be accessible at all times. There is no reason for an employer to record information or keep documentation that the employee is unaware of. Maintaining an open door policy with employees and their personal information allows the worker to ensure that their records are up-to-date and accurate.

Welcome to 2015 – How will the Ontario workplace change this year?

Ontario’s workforce is ever-changing as our economy grows and new markets expand. As a result, employment laws need to be reviewed on a regular basis. Government regulations must reflect the needs of Ontario’s workers and protect the province’s labour force. Employers need to be held to a high standard of ethics and compliance in order to maintain stability in the Ontario job market.

Several significant changes, known as Bill 18, were pushed through in 2014 and will start to have a positive impact on the Ontario workplace as the year unfolds. The amendments include changes to several regulatory statutes, including the Employment Standards Act, the Labour Relations Act, and the Occupational Health and Safety Act.

As of October of 2015, minimum wage increases will be directly tied to the Consumer Price Index (CPI). This will help to determine a fair wage based on the cost of living in Ontario. The CPI is a calculation that measures changes in the cost of goods and services purchased by Canadian households. Each year, the CPI will be released, and the modified minimum wage will be announced in April. The new wage will take effect on October 1st, giving employers plenty of time to prepare for the changes in their labour budget. In 2015, General Minimum Wage will be increased from $11 per hour to $11.25. Exceptions apply for students, liquor servers, and home workers.

Temporary agencies will be held accountable. Currently over 130,000 individuals in Ontario are employed through temporary employment agencies. Many companies have turned to these agencies as an affordable and convenient staffing solution, but this arrangement has the potential to create an unstable employment situation for the workers involved. In the past, temp employees were advised to contact their agency if they needed to call in sick, report issues with their employer, or any other workplace-related concern. However, employment agencies have very little contact with their workers once they have been placed, leaving the employees feeling stuck in a difficult situation and unsure where to turn. Starting this year, both the temp agency and the employer themselves will share equal responsibility for the handling the employee’s human resources issues.

Those who stood for change are satisfied to see the advancements in Ontario’s employment laws. Our workers are the backbone of the provincial economy, and their safety and financial well-being are essential to keep Ontario moving in the right direction.

Understand the various types of workplace leave

Time off is required by employees for numerous reasons. Positive life experiences such as a much anticipated vacation or a maternity leave to care for a new baby require a break from an employee’s duties. Some unexpected life events such as a serious illness can also force an employee to step away from their job. Fortunately, Ontario’s Employment Standards Act (ESA) recognizes a variety of workplace leaves.

Vacation Time – Most employees, including part-time, seasonal, and student employees are eligible for vacation time. The ESA recognizes both paid and non-paid vacation time. For full-time employees, the vacation time is generally accrued over the first twelve months of consecutive employment. In this case, vacation pay must be at least four percent of the gross wages earned during the year. Many employers offer a compensation package that exceeds the minimum requirements, but they are under no obligation to do so.

Public Holidays – In Ontario, the ESA recognizes nine public holidays. Employees in most fields qualify for the days off with full pay. If the employee agrees to work on the holiday, they may be entitled to an additional premium rate of pay or another day off with pay. Public holiday pay is calculated based on your income during the four weeks prior to the week of the holiday.

Pregnancy Leave & Parental Leave – New moms who have been employed for a minimum of 13 weeks prior to the baby’s due date have the right to take up to 17 weeks off work. New parents who have been employed for a minimum of 13 weeks before the baby’s expected due date are also entitled to an additional time off in the form of a parental leave. In most cases, the birth mother will take advantage of both leaves, and will be granted a total of one year off work. However, both parents can be off at the same time on parental leave. The employer is not obligated to pay the employee during the time off, but in most cases the new parents will qualify for Employment Insurance to subsidize their lost wages.

Personal Emergency Leave – The ESA grants most of Ontario’s workers up to 10 days of unpaid workplace leave due to personal injury, illness, or emergency that affects themselves or an immediate family member or dependant. The days don’t necessarily need to be consecutive, and may include partial days off. However, this type of leave does not apply to everyone. In most cases, you must work for an organization that has 50 or more employees to qualify.

Family Medical Leave – If an employee’s family member or dependant falls ill, and has a significant chance of dying within a 26 week period, the employee is entitled to a leave of up to eight weeks. An employer is not obligated to pay for the time off, but in most cases the employee will qualify for Employment Insurance Compassionate Care Benefits. The person receiving care doesn’t necessarily need to be an immediate family member. They could be a step-child, aunt, or anyone else who considers the employee “like family” and requires their care during this difficult time.

If you are seeking time off, and are concerned that your employer is not complying with the Employment Standards Act, contact an employment lawyer to learn about your rights.

Source: www.worksmartontario.gov.on.ca

I think I’ve Been Wrongfully Terminated

If your employment has been terminated, it is important to know what your rights are. If you even question whether your employer has acted in accordance with the law, you should call a lawyer.

However, trying to understand employment law can be daunting. Especially when you are dealing with the stress of losing your job.

KCY at LAW is a law firm serving Burlington that specializes in wrongful dismissal cases.

“Wrongful dismissal” or “wrongful termination” are broad terms. You will need the help of an experienced employment lawyer to determine if your termination was wrongful. An overview of the subject, however, will help you orient yourself.

The Employment Standards Act

The Employment Standards Act, 2000 provides the minimum standards for working in Ontario. There are some employers and employees who are not covered by the Act. This includes sectors falling under federal jurisdiction, including banks, airlines and post offices. These sectors are covered by the Canada Labour Code.

You may consult the Act and its regulations for a complete listing of those it does not cover.

In addition, employees represented by a union cannot sue their employers for wrongful dismissal. They must use the grievance procedure contained in the collective agreement instead.

Wrongful Dismissal and Notice of Termination

Not everyone is aware that employers can terminate an employee without giving a reason for the termination. This type of situation is called “without cause” termination.

However, if your employer dismissed you, they must provide you with written notice of termination or termination pay. The employer may also provide you with a combination of both that together equal the length of notice you are entitled to receive.

Another common exception to termination notice or pay in lieu of notice is if you have been employed for less than three months.

There are many other exemptions, some of them complex. For further information, consult the Termination Pay section of Your Guide to the Employment Standards Act, 2000, available on the Ministry of Labour site.

The period of notice required is generally determined by the length of the employee’s employment. The Employment Standards Act requires a notice period of:

  • One week in the first year of employment after the first three months
  • An additional week per year of employment after that, to a maximum of eight weeks

During the notice period, your employment must continue as it always has. That is, your employer must not:

  • Reduce your wage rate
  • Alter a term or condition of employment

Your employer must:

  • Continue to make the contributions required to maintain your benefit plan
  • Pay you the wages you are entitled to, which cannot be less than your regular wages for a regular workweek each week

It is not “wrongful” under the Employment Standards Act to dismiss an employee without cause. It is only “wrongful” if the employer has not followed the procedure for this kind of termination as given in the Act.

The Employment Standards Act only provides the minimum standards for working in Ontario. You may have greater rights under the common law.

Courts will consider many factors in determining what counts as “reasonable notice.” The leading case in the area is Bardal v. Globe and Mail Ltd. (1960), and the factors include:

  • Length of service
  • Age of employee
  • Position held by employee

Other Instances

There are also other instances where you may be able to sue for wrongful dismissal. For example, if you have worked for an employer for at least five years, you may be able to pursue a claim for severance pay.

To be entitled to severance pay, not only must you have worked for your employer for five or more years, but your employer must either:

  • Have a payroll in Ontario of at least $2.5 million, or
  • Have severed the employment of 50 or more employees in a six-month period.

You should consult an experienced employment lawyer if you suspect your rights have been violated under the Human Rights Code.

These are not the only situations that may count as “wrongful dismissal.” If you are looking for a wrongful dismissal lawyer in Burlington, Oakville, Milton or Hamilton, KCY at LAW deals routinely with wrongful dismissal cases and can answer all of your questions. Kathy Chittley-Young has the experience to protect your rights through negotiation or litigation as necessary.