1. How do you handle disputes involving employees who work from home?
Meagan J. Swan - PAVEY LAW LLP
I advise both employers and employees on remote and hybrid work disputes, including a demand to return to the office, a change to a remote arrangement, performance concerns, termination of remote employees, and cross-border or out-of-province work. The questions are often whether remote work has become an express or implied term of employment, whether a unilateral change amounts to constructive dismissal, and which jurisdiction's employment standards apply. I review the employment agreement, workplace policies, and the history of the arrangement. Then I give practical advice on how to resolve the issue, whether through negotiation, a revised agreement, or litigation where needed.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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2. What is the typical cost range for your employment law services in Cambridge?
Meagan J. Swan - PAVEY LAW LLP
Fees are billed at the lawyer's hourly rate. The total cost depends on the matter's nature and complexity, its stage, and the work required. For example, a contract review or a single advice letter costs considerably less than a contested wrongful dismissal claim or a human rights application. At the outset, I discuss the scope of work and provide a written retainer so clients understand how fees will be charged.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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3. How do you handle employment disputes involving workplace discrimination?
Meagan J. Swan - PAVEY LAW LLP
I act for employees who have experienced discrimination or harassment and for employers responding to complaints, investigations, and applications. This work arises under the Ontario Human Rights Code and the Occupational Health and Safety Act, and includes matters before the Human Rights Tribunal of Ontario. For employees, I assess the claim, advise on the available remedies, and advocate for a resolution, which may include a negotiated settlement or an HRTO application. For employers, I advise on the duty to accommodate, workplace investigations, policy compliance, and responding to claims to manage risk and resolve disputes efficiently.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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4. How do you advise businesses when transitioning contractors into employees?
Meagan J. Swan - PAVEY LAW LLP
I start by assessing whether the existing relationship is truly a contractor relationship or already amounts to employment under the Employment Standards Act, 2000, the Canada Revenue Agency tests, and the common law. Misclassification can create exposure for unpaid statutory entitlements, source deductions, and reasonable notice on termination. When a business moves a contractor into an employee role, I prepare a written employment agreement with enforceable termination and restrictive covenant provisions. I also advise on recognizing past service, on providing fresh consideration, and on timing the change so the new terms will be enforceable. I also advise workers who believe they have been misclassified about their rights.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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5. Do you offer a free initial consultation?
Meagan J. Swan - PAVEY LAW LLP
No
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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6. How quickly do you typically respond to client inquiries by email?
Meagan J. Swan - PAVEY LAW LLP
I aim to respond to client emails within one business day, and sooner for urgent or time-sensitive matters such as recent terminations or limitation deadlines.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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7. How do you advise clients when an employment contract contains conflicting terms?
Meagan J. Swan - PAVEY LAW LLP
I review the agreement as a whole, along with any offer letters, policies, handbooks, and amendments, to identify which terms govern and whether any provision is unenforceable. Ontario courts interpret ambiguity in employment contracts in favour of the employee. A termination clause that breaches the Employment Standards Act, 2000 in any respect may be void in its entirety. For employees, this analysis can significantly increase their entitlements on termination. For employers, I identify the risks and redraft agreements so they are clear, compliant, and enforceable going forward.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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8. What qualifications and registrations do you hold in Cambridge?
Meagan J. Swan - PAVEY LAW LLP
I graduated from the University of Ottawa Faculty of Law in 2008. I am licensed by the Law Society of Ontario and have been practising since 2009. My background is in litigation, and I now focus on employment law at Pavey Law LLP. I advise and represent both employers and employees throughout Waterloo Region and the Greater Toronto Area on matters including wrongful dismissal, constructive dismissal, human rights, workplace policies, and employment agreements. My litigation experience shapes the advice I give because I know how these issues play out if a dispute reaches a court or tribunal.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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9. How many employment law cases do you typically handle each year?
Meagan J. Swan - PAVEY LAW LLP
My practice focuses on employment law, and I handle several employment matters every day. I act for both employers and employees across Waterloo Region and the Greater Toronto Area. Those matters range from early advice and contract reviews to negotiated settlements, human rights applications, and litigation. My caseload varies from year to year, but it consistently includes a wide variety of workplace issues at every stage of a dispute.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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10. How do you handle employment disputes involving unusual compensation structures?
Meagan J. Swan - PAVEY LAW LLP
Many disputes turn on compensation beyond base salary, such as commissions, bonuses, stock options, RSUs, profit sharing, and pension or benefit entitlements. I review the plan documents and the employment agreement to determine what the employee would have earned during the reasonable notice period. I also consider whether the plan language clearly and unambiguously removes those entitlements on termination. I advise employees on quantifying their full losses, and I advise employers on drafting compensation plans that hold up and on assessing their exposure when a dispute arises.
Goad and Goad LLP
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Matlow, Miller, Cummins, Thrasher LLP
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