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Papers
and Seminars
NEW Dynamite
Mediation Briefs and Minutes of Settlement
A Mediators’ Views on Wrongful Dismissal Mediations
A New & Improved Theory of
Reasonable Notice for Wrongful Dismissal after Honda Canada Inc. v. Keays
Arbitrating Illness
& Disability Cases
Employment Law Mediations Some Helpful Pointers 2003 Edition
Employment
Standards Act: Who Can File a Complaint?
Examining the Causal
Link Between Disability and Discipline: An Arbitrator’s perspective
How ADR Helped a Little
City Lawyer have a National Practice
How Mental Health Issues Affect Mediation
How to Present an Effective Labour Arbitration Case: An Arbitrator’s
Viewpoint
Interest
Arbitrations After Bill 26
Leading Trends in Employment Law
In 1998
Litigating
Wrongful Dismissal Cases under the New Practice Direction
Measuring the Rule of Thumb in Wrongful Dismissal Cases
Med/Arb in the Labour World
Model Arbitration Agreement for
Civil Actions in Ontario
Model
Arbitration Agreement (example)
Problems in
the Mediation of Employment and Labour Disputes
Revisiting
Reasonable Notice Periods in Wrongful Dismissal Cases - 2006 Edition
Six
Reasons Why Wrongful Dismissal Cases are so Successful at the ADR Centre
Some Statistical Observations On
Reasonable Notice Trends in Wrongful Dismissal Cases (2000 Update)
Ten Topics that Frequently Arise at Wrongful Dismissal Mediations
The ADR
Section Considers an Act to Amend the Human Rights Code
The
Calculation of Overtime Under the Employment Standards Act of Ontario
The Wallace Factor - An Analysis of the Effect of the Bad Faith
Dismissal Doctrine on Reasonable Notice Periods in Wrongful Dismissal Actions
Toward a New Theory of Reasonable Notice
Understanding
the Human Resources Professional: A Guide for Lawyers
What Every
Human Resources Manager Should Know About Mediation
Why Some
Mediations Succeed and Others Fail
15 Reasons that I Love being a
Mediator (Instead of a Lawyer)
© 2008 Barry Fisher. Papers may be printed and distributed
as long as they remain unaltered and referenced. Quotes may be taken from
papers so long as they are appropriately referenced. DISCLAIMER
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