Criminal and Civil Law in Action · Term 2

Intentional Torts: Assault, Battery, Defamation

Examining intentional torts and their distinctions from negligence.

About This Topic

Employment law governs the most common legal relationship most students will enter: the contract between employer and employee. In the Ontario curriculum, students analyze the rights and responsibilities of both parties, focusing on the 'Employment Standards Act' and the 'Ontario Human Rights Code.' They investigate what constitutes 'wrongful dismissal' and the legal requirements for notice and severance pay.

This unit also explores the role of unions and collective bargaining in contemporary law. Students analyze how health and safety regulations protect workers and what to do if they face discrimination or harassment in the workplace. This topic is best explored through role-plays of 'disciplinary meetings' or collaborative investigations into real-world workplace disputes, helping students understand their own rights as they enter the workforce.

Active Learning Ideas

Role Play: The Termination Meeting

Students act as an employer and an employee being 'let go.' They must determine if the dismissal is 'for cause' (no notice) or 'without cause' (requires notice/pay) and argue their case based on the Employment Standards Act.

⏱ 40 min·Pairs

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Inquiry Circle: Human Rights at Work

Groups are given several 'job interview' or 'workplace' scenarios. They must identify which ones violate the Ontario Human Rights Code (e.g., asking about religion or family status) and explain why.

⏱ 45 min·Small Groups

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Think-Pair-Share: The Role of Unions

Pairs discuss whether unions are still 'necessary' in the modern economy. They must list three pros and three cons of collective bargaining and share their 'verdict' with the class.

⏱ 30 min·Pairs

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Watch Out for These Misconceptions

Common Misconception

An employer can fire you for 'any reason' at 'any time' without paying you.

What to Teach Instead

Unless there is 'just cause' (serious misconduct), an employer *must* give you notice or pay you 'in lieu of notice.' A 'Notice Period' calculation activity can help students understand their financial rights upon dismissal.

Common Misconception

You don't have any rights if you haven't signed a written contract.

What to Teach Instead

Even without a written contract, you are protected by 'Common Law' and the 'Employment Standards Act.' Peer-led research into 'implied contracts' can help students see that the law protects them even in 'handshake' deals.

Frequently Asked Questions

How does employment law fit into the Ontario Law curriculum?

It is a major part of the 'Civil Law' strand. It is highly practical and directly relevant to students' lives, teaching them about their rights as workers and the legal obligations of employers.

How can active learning help students understand workplace rights?

By role-playing a 'difficult conversation' with a boss (e.g., asking for a religious accommodation or reporting harassment), students build the confidence and the legal vocabulary they need to protect themselves in the real world.

What is 'Constructive Dismissal'?

It's when an employer doesn't 'fire' you, but they change your job so much (e.g., cutting your pay or moving you to a different city) that you are forced to quit. The law treats this the same as being fired.

What is the 'Duty to Accommodate'?

It's the legal requirement for employers to change the workplace to meet the needs of employees with disabilities or religious beliefs, up to the point of 'undue hardship.' It's a key part of human rights law.

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