Scott has been practicing law since 2005, after first being called to the bar in Ontario. Throughout his career Scott has focused his practice almost exclusively on Employment and Human Resources law and Commercial Litigation with emphasis on shareholder and partnership disputes. Scott relocated to Kelowna after he was called to the British Columbia Bar in 2017. Scott brings with him extensive experience in advising clients, written and oral advocacy, mediations, negotiated out-of-court settlements, examinations and, if necessary, trials.
I enjoy working with businesses and Human Resources professionals in ensuring their compliance with employment legislation and the common law. Additionally, I derive great pleasure advising and assisting business professionals with internal and external disputes that arise in the course of their business operations. While litigation may ultimately be necessary for the resolution of an employment or commercial dispute, often early and proactive advocacy on behalf of my clients can avoid the need to litigate. I place particular emphasis on comprehensive and open communication with clients to ensure that they are fully apprised of the legal issues, the costs and consequences of their particular matter.
Having recently moved to Kelowna from Toronto I am enjoying exploring the city and finding new ways to get actively involved in the community through volunteering. When I am not working, I enjoy travelling, photography and biking.
-Canada Bar Association – Employment and Labour Law Subsection
-Kelowna Bar Association
-Trial Lawyers Association of British Columbia
-CPHR (Chartered Professional in Human Resources) British Columbia and Yukon – Member
• 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:
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.
Each of our litigation lawyers is experienced in addressing a variety of different issues and different dispute resolution processes.