Inna Koldorf | Toronto Employment Lawyer

Inna Koldorf

Inna Koldorf

Civil & Human Rights, Employment Discrimination, Employment, Labor Legislation, General Practice, Mediation, Employment Contracts, Arbitration, Litigation, Dispute Resolution

Experience: 21 years
Language(s): English | Hebrew | Russian

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About Inna

Inna Koldorf is a founding partner of Koldorf Stam LLP and provides clients with timely, strategic advice and representation in the areas of employment and labour law.

Inna’s practice focuses on all workplace-related issues, including labour relations, employment standards, employment contracts, termination of employment and human rights. Inna takes a practical approach to dealing with labour and employment issues and assists clients with pro-actively targeting potential concerns to prevent issues before they arise. However, since litigation is sometimes necessary, Inna frequently appears before the Ontario Labour Relations Board, the Canada Industrial Relations Board, boards of arbitration and Ontario courts.

Inna regularly speaks at seminars on labour and employment law topics, is the author of several legal articles addressing current issues in labour and employment law and is the co-author of a chapter on employment law in a text book on Social Media and Internet Law.

Inna is an experienced workplace investigator. In that role, Inna provides unbiased third-party investigation services to resolve allegations pursuant to the Human Rights Code, the Occupational Health and Safety Act, and workplace harassment and violence policies, as well as allegations of fraud, conflict of interest and breach of contract.

We align our legal fees and law firm infrastructure to your business reality and budget.

Experience

Partner

Koldorf Stam LLP

March 2014 – Present

Toronto, ON

Admission

Verified Ontario

2004

Education

York University

Bachelor of Arts (Honours) (Sociology and Law and Society)

2000

Recognitions & Achievements

Associations
  • Member of the Board of Directors Alzheimer Society Peel
    2015 - Present
  • Ontario Bar Association Labour & Employment Law Section Executive to
    2012 / Present
  • Ontario Bar Association Young Lawyers Division Continuing Legal Education Committee
    2008-2013
  • Northview Heights Early Learning Centre | Past Vice President
  • Advocates’ Society
  • Association of Workplace Investigators
  • ADR Institute of Ontario
Honors / Awards
  • Honours in Sociology and Law and Society | York University

Notable Work

Publications

Piercing the corporate veil: Directors may now be personally liable to employees for debts of the corporation


Labour and Employment Law Perspective June

2010


Although in the eyes of the law a corporation is thought to possess a legal personality that is separate and distinct from its directors, in enacting section 131 of the OBCA (and similar sections in other jurisdictions) the legislature obviously felt that employees should be given greater protection than ordinary creditors. A director’s liability to employees for debt owed by the corporation is secondary to that of the corporation; efforts must be made to collect the debt from the corporation first or it must be shown that the corporation is bankrupt and unlikely to satisfy the debt. Section 131 of the OBCA seems to be a good compromise between leaving employee creditors without recourse on the one hand and protecting the corporate veil on the other. If nothing else, it is hoped that as more decisions are issued under section 131 of the OBCA, employers would become more proactive in ensuring that employees’ wages and benefits are fully paid before the corporation is no longer able to do so.



Employee's personal communication using employer's e-mail not within employer's custody or control, Divisional Court rules


Labour and Employment Law Perspective June

2011


It Is Now Confirmed: Human Rights Tribunals Do Not Have A Monopoly Over Human Rights Issues


Ontario Bar Association Administrative Law Section Newsletter November

2011


Do Not Take Advantage of Terminated Employees, Court Tells Employer


Work Matters The OBA Labour and Employment Law Newsletter December

2012


If at First You Don't Succeed, Tough Luck: Courts Put an End to Forum Shopping


National Journal of Constitutional Law July

2012


A review of the affect that the Divisional Court's decision in Trozzi and the Supreme Court of Canada's decision in Figliola had on the Ontario Human Rights Tribunal's application of S. 45.1 of the Ontario Human Rights Code.


Dismissed Employees are Required to Accept Re-employment or Risk Denial of Damages


Ontario Bar Association, Labour & Employment Law Section Newsletter November

2013


Want a job? Friend me first!


Labour & Employment Law Perspectives November

2013


In the age of social media, some employers request candidates’ Facebook passwords, or ask that candidates sign in to their Facebook profiles during a job interview. This article discusses that controversial practice, and describes the privacy and human rights concerns that it raises.


No Time Limit for Reinstatement: HRTO Reinstates Employee Years After Dismissal, Divisional Court Approves


Ontario Bar Association, Labour & Employment Law Section Newsletter October

2014


In a decision that has many employers reconsidering the manner in which they implement their duty to accommodate, the Divisional Court recently confirmed the Ontario Human Rights Tribunal’s (the “Tribunal”) decision in Fair v. Hamilton-Wentworth District School Board, in which the Tribunal ordered the reinstatement of an employee 8 years after termination.


It is Time for a Change in the Law on Termination for Off-Duty Conduct


Ontario Bar Association Labour & Employment Law Section Newsletter May

2015


With the right protections in place to ensure that employers are not able to discipline or terminate employees for every minor off-duty act that is not to the employer’s liking, a change in the law on off-duty conduct would allow employers to engage in discipline or discharge in circumstances where there is a high probability that the employer’s reputation and business interests may be harmed by an employee’s off-duty conduct and would allow the law to adapt to new technology and its effect on the workplace.

Koldorf Stam LLP Highlights

Employment, Civil & Human Rights

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