At Singleton Reynolds, our people are what makes us great. We come together every day with the common goal of providing exceptional legal services and ensuring we go above and beyond for each and every client.
The range of backgrounds of the partners, counsel, associates and staff of Singleton Reynolds enables us to offer a broad range of services.
Singleton Reynolds’ lawyers spend a significant amount of time researching and thinking about how industry or legislative changes could affect your business.
Singleton Urquhart Reynolds Vogel LLP is recognized as a leader in construction and infrastructure, insurance, commercial litigation, real estate and business law.
Singleton Reynolds has offices to serve you in Vancouver and Toronto.
How was Singleton Reynolds first established? Find out more here.
Recognizing the leadership that contributes to the company successes.
Singleton Reynolds prides itself in being a leader in corporate social responsibility. We encourage diversity, charity, mentorship, civic dedication and neighbourhood support.
Singleton Reynolds strives to understand the balance between your career and your personal goals and encourages our legal and operations staff in the pursuit of their interests outside of the firm.
We are always on the lookout for talented professionals to contribute to our team. Singleton Reynolds offers a professional and challenging work environment, with a competitive compensation and benefits package.
Our goal is to develop strong lawyers from student right through to partner. Mentoring and training start when you are a student and continue throughout your practice.
Date: April 11th 2018.
Time: Registration and Breakfast from 8.00am. Seminar from 8.30am – 11.30am.
Location: Morris J. Wosk Centre for Dialogue, 580 West Hastings Street
Continuing Professional Development (CPD) Accreditation: Registrants can claim 1.5 hours of CPD credit for attending this seminar.
To register for this seminar click here
Today, more than ever, employers need to be aware of the changing world in which they’re operating. People are demanding changes from the world they live in and those expectations don’t end at the front door of their workplace. Be it changes to harassment policies, responses to legalization of marijuana or alternative employment contracts, employees expect their employers to take steps to keep up.
If you’re feeling overwhelmed by this wave of change and like you’re wading through a minefield of potential HR disasters; you’re not alone.
The good news these changes are making workplaces more flexible, driving improvement on old or outdated policies and providing safer places for people to build their careers.
It is also putting increased pressure on HR departments to be prepared and to understand the nuances in the policies and procedures they implement, including consideration of the way in which they are delivered and communicated. It’s a fine line to walk for HR professionals and business owners/operators alike.
Join Singleton Reynolds Workplace Law Lawyers Melanie Samuels, Veronica Rossos, David Edinger and their colleagues as they review recent case law and explain how you as an employer can confidently navigate these issues in 2018.
We all know that sex sells but this portion of the talk is about recent cases related to gender and human rights issues, a new buzz word called intersectionality and what it all means in the workplace. HR has an important role to help protect their employer’s interests but that also includes ensuring the workforce that makes it all happen feels safe and respected so they can focus on the job they need to do.
We’ll discuss some recent cases for context and add some tools to your toolkit so you can design programs and policies that help your business stay out of our “what not to do” example materials!
Weed like to talk to you about drugs (see what we did there?), and how to juggle your internal impairment policies with emerging changes in the law as it pertains to your employees’ use of them while on the job.
There’s been a lot of focus on the cannabis industry and the legalization of pot recently but prescription drug use is also common. Despite its prevalence it is definitely less talked about so we’ll cover that as well.
Over the years an employment contract with typical “bankers hours” and set break times has changed, often to the benefit of both the employer and the employee. The employment contract can be easily misunderstood and mismanaged with implications for everyone involved.
We’ll discuss the changing nature of workplace relationships and in particular, what it means to have “contractors” including what your obligations are as an employer.
Our hope is that you’ll walk away from our talk understanding how you can approach these sensitive topics with a renewed sense of confidence in your HR leadership role.
Or call toll-free at 1-877-682-4404 or (604) 682-7474 (Vancouver) or (416) 585-8600 (Toronto)
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