With over 17 years of employment law experience, Scott has helped hundreds of employees enforce their rights on termination. He has a long track record for successfully resolving workplace claims including wrongful dismissals, constructive dismissals, and severance pay. Scott has earned a reputation as a well-respected employment lawyer in British Columbia and Ontario. He provides aggressive advocacy that will get you the compensation you deserve!
Before I relocated to the BC interior in 2017, I spent the bulk of my career as an employment lawyer on Bay Street in Toronto representing some of the largest companies and charities in Canada. Today, I am passionate about leveraging this experience to help employees achieve the best possible outcome.
The reality is that most initial severance package offers are inadequate. Many employers try to get away with paying only employment standards minimums when employees are legally entitled to much more. If you have recently lost your job, call me before you sign anything. I offer free severance package reviews and risk-free billing options to get you through this difficult time.
When I’m not working, you can find me spending time with my wife and kids, travelling, cooking, taking photos, and enjoying the exceptional wines that come out of BC.
• Bachelor of Arts (History), University of Calgary, 2001
• Called to the British Columbia Bar, 2017
• Called to the Ontario Bar, 2005
• MADD Canada – Central Okanagan Chapter – Treasurer and Member of the Board of Directors (Current)
• Canada Bar Association – Employment and Labour Law Subsection Executive Member-at-Large
• Kelowna Bar Association
• Trial Lawyers Association of British Columbia
• CPHR (Chartered Professional in Human Resources) British Columbia and Yukon – Member
- 18 Months’ Notice for only 6+ Years of Employment
- Ambiguous Termination Clauses Don’t Limit Notice Entitlements
- Bullied Employee Awarded Aggravated & Punitive Damages for Wrongful Termination
- Can An Employee’s Off-Duty Conduct Constitute “Just Cause” for Termination?
- Can you Provide Working Notice of Termination to an Employee on Disability Leave?
- Changing Employment Agreements Without Risking Constructive Dismissal Claims
- Court Denies WestJet’s Attempt to Dismiss Harassment Lawsuit
- Discretionary And Non-Discretionary Bonuses For A Terminated Employee
- Disingenuous Offers Of Re-Employment Leads To Aggravated Damages Against An Employer
- Earned Bonuses are Payable on Termination
- Employees May be Liable for Personal Wrongdoings While at Work
- Employment Income Earned During the Reasonable Notice Period
- Off-Duty Firefighter Wrongfully Terminated After DUI Arrest In Fire Department Vehicle
- Refusal of a Job Offer does not Constitute Failure to Mitigate
- Thinking About Terminating an Employee? 5 Things Every Employer Should Know First.
- What Every Employee & Employer Needs To Know About Constructive Dismissal
- Should Employee Benefits Continue During the Notice Period?
- Pushing the Limits on Reasonable Notice, an Ontario Court awards 30 Months’ Notice
- Understanding Constructive Dismissal
- Terminating an Employee Approaching Retirement Age
Scott's Areas of Practice:
Civil & Commercial Litigation
Each of our litigation lawyers is experienced in addressing a variety of different issues and different dispute resolution processes.
Employment issues in today’s workplace can be complex, and may involve a myriad of federal and provincial statutes, regulations, rules, guidelines, and common law.