When And Why Should You Hire A Toronto Private Investigator?

In many instances in your life, you wish to gather information about a person. But, you will not be aware of how to do it. Irrespective of the purpose you wish to gather information about someone, a Toronto Private Investigator can do it for you.

Private investigation as a DIY – Is it worth it?

When you are intending to gather details about a person yourself, you might go beyond the legal restrictions. This can happen without your knowledge. Finally, you will land yourself in trouble in the process of finding somebody. Above all, when you try to find about an unpredictable person, you can get yourself in a dangerous and troublesome situation. To avoid these predicament situations, it is better to get help from a professional investigator. What other situations make hiring a Toronto Private Investigator fruitful?

For conducting background checks:

Nowadays, most employers understand the importance of conducting a thorough background investigation before hiring. In the present situations, fraudulent activities are common and people try to deceive others. In such a situation, hiring a person just based on a resume and job application is not safe. Employers can stay safe by hiring private investigators to gather complete background information about a prospective hire.

toronto private investigator

In child custody cases:

Another common situation in which people try hiring a Toronto private investigator is during child custody cases. In case a mother wishes to get custody of her child during a divorce, she will have to provide valid facts and evidence against the child’s father. Of course, the evidence should be admissible in the court. In this situation, a private investigator can provide the right help. The reason is that such a professional will be aware of the right procedure to follow to gather valuable evidence against the father to be presented in the court by the mother.

To identify cheating spouse:

No one wishes to know that their better half is cheating them. But, at times hard facts should be digested in life. When a partner is concerned whether his/her better half is cheating, it is better to contact a private investigator in Toronto. It is better not to confront in front of the spouse about it without proper evidence. The reason is that when it turns out to be wrong, it can have a strain on the relationship. When you allow a private investigator to handle the situation, both you and your spouse can be out of the situation until concluding.

toronto private investigator

Conclusion:

The other situations in which a Toronto private investigator can help include teen activity checks, missing person and insurance fraud investigations. Hiring such a professional will make things smooth. The reason is that investigators know how to discreetly gather information about any person. When it comes to a relationship, the person, who is investigated, can feel hard if he/she gets to know that the lovable person has ordered an investigation against him/her. A private investigator can do it without the knowledge of the person being investigated. So, it will be safe for both parties.

How To Terminate An Employee Charged With A Criminal Offense

In each instance, the laying of criminal charge alone is not merely a cause (dismissal without notice). The labour lawyer Toronto must demonstrate that there is some link between the charge & the employer to summarily reject a worker which charged with criminal offense. The person must demonstrate this in this respect:

labour lawyer toronto

  • Employee behaviour is detrimental to the reputation or product of the employer ;
  • The behaviour of the worker makes it impossible for the worker to fulfill his responsibilities satisfactorily ;
  • The behaviour of the employee leads to the other staff being refused, reluctant or unable to work with him ;
  • The worker was guilty of a severe infringement of the Criminal Code, thereby harming the overall reputation of the employer & his staff ;
  • The burden places difficulties in the manner employers perform their role of handling their work effectively and effectively directing their workforce.

Concerning these variables, the only cause will be simpler to maintain if the charge was linked to conduct while at the job. Recognize Murphy v. Canadian Tire Corporation of (1991), C.C.E.L. 205 (Ont. General. Div.),where the worker Ms. Murphy, allowed customers to leave store without proper merchandise payment. She was charged with fraud afterward. The tribunal ruled that, based on the reality that the supposed fraud in the course of Murphy’s job justified her termination, the employer, Canadian Tire, had made her defense of just cause.

labour lawyer toronto

On the other hand, if the charge is linked to off-duty behaviour, it will be harder to maintain just because of it. Consider Merritt one against Tigercat Industries, ONSC 1214 which charged a worker with a sexual attack on minors. The criminal charge was also not related to the employment of the employee Mr. Merritt of labour lawyer Toronto and didn’t involve other workers. The tribunal ruled that Tigercat, the employer, had failed to prove just cause. The tribunal argued that there was no proof of harm to Tigercat’s reputation, or prospective harm.

Simultaneously, where a criminal charge relates to off-duty behavior, but the employer has proof of damage to his company, the only cause is defensible. For example, the worker, Mr. Kelly, has been charged with possession of child pornography in Kelly Linamar Corp., 2005 CanLII 42487, The arrest was later notoriously published in the local media. The tribunal ruled that there was only cause for the employer, Linamar. The tribunal discovered that Linamar had the right to take appropriate measures to safeguard his reputation, & Mr. Kelly’s termination was just such a move.

What about the human rights of the employee?

In Ontario, because of “record of offenses,” the Human Rights Code ban discrimination in jobs. “Record of offenses” is described in s. 10 of the Human Rights Code like a crime for “(a) an offense in regard of which a pardon will given under the Criminal Records Law (Canada) & has not be revoked, or (b) an offense in respect of any provincial implementation.” Accordingly, the Human Rights Code will not apply where employees of labour lawyer Toronto are simply “charged” with a criminal act.