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KING LAW

INTEGRITY  |  DEDICATION  |  PRACTICAL SOLUTIONS

Serving Durham Region and the Greater Toronto Area

Contents

Page 1  —  Executive Employment Law

Page 2  —  Workplace Defence & Disciplinary Law

PAGE 1  —  EXECUTIVE EMPLOYMENT LAW

Executive Employment Law

Your compensation took years to build. One wrong step on the way out can cost it.

King Law provides focused, discreet legal counsel to executives, directors, senior managers, and professionals across Ontario navigating high-stakes employment transitions. Whether you are facing a termination, reviewing a new contract, or planning your departure, the advice you receive at the outset shapes everything that follows.

Who We Serve

Executives

Directors

Senior Managers

Professionals

Whether you are a C-suite leader, a licensed professional, or a senior manager with a complex compensation package, executive employment matters require a different level of attention. We represent senior leaders across Durham and Ontario in some of the most complex workplace matters. 

Services

Severance & Termination  The first offer is never the ceiling. We assess your full entitlements — common law notice, bonus pro-ration, equity, benefits — and negotiate what you are actually owed.

Employment Contract Review  Before you sign, we review. We identify the clauses that look neutral but are not, and negotiate terms that protect you on the way in and on the way out.

Equity, RSUs & Deferred Compensation  Long-term incentives are frequently the largest component of senior pay — and the first thing disputed at departure. We ensure your equity entitlements survive your exit.

Strategic Resignations & Voluntary Exits  Leaving on your own terms still requires legal planning. Non-solicitation clauses, forfeiture provisions, and garden leave can all be triggered by resignation. We review your obligations before you give notice.

Negotiated Mutual Separations  A resignation can sometimes be renegotiated into a mutual exit — one that preserves severance, provides a clean reference, and limits restrictive covenant risk. We advise on when that option exists.

Constructive Dismissal  If your role has been fundamentally changed without your consent — stripped responsibilities, pay reduction, forced relocation — you may have been constructively dismissed without ever receiving a formal notice.

Non-Compete & Restrictive Covenant Advice  Ontario bans most non-competes but executive-level exceptions exist. We analyze your specific clause and tell you exactly where you stand and how to move forward.

Change of Control & M&A Transitions  Mergers and acquisitions can trigger protections you may not know you have. We review your change-of-control provisions before the deal closes, while leverage still exists.

Why King Law

Trial Focused

Our litigation background means every file is built as though it will be argued before a judge. 

Plain Language

Clients say the same thing: We explain the law clearly, without jargon. You will always know where you stand.

Rooted in Durham. Province-Wide.

Based in Oshawa. Serving executives and professionals across Ontario with boutique focus and no compromise on quality.

Discreet by Default

Executive transitions require confidentiality. Every matter is handled with the discretion that senior-level careers demand.

Integrity. Dedication. Practical Solutions.

We are honest about your prospects. Tailored to your goals.

Results Without Drama

Clients get results without unnecessary litigation or delay. We move deliberately, with clear strategy, and resolve matters efficiently.

Common Questions

What happens if I do not sign by the deadline in my severance package, will I lose the conditional offer?

The deadline set by your employer is an arbitrary deadline and often a pressure tactic to sign quickly without considering your rights. Your rights to bring a potential wrongful dismissal claim do not end until two years from the date you were terminated or forced to resign. Do not sign off on a Release or Severance Package until you have it reviewed by an employment lawyer.

If I try to negotiate do I run the risk of my employer rescinding the severance package?

No. If you have been terminated without cause, you are entitled to statutory minimum entitlements under the Employment Standards Act. Regarding any conditional offer, while the employer may not be required by law to provide the conditional offer, we are able to effectively advocate for you to increase the original conditional offer by enforcing your common law entitlements.  

My contract has a termination clause. Am I limited to what it says?

Often, no. Many Ontario termination clauses are void for failing to meet ESA minimums, or omit key compensation elements. We review every clause before advising any client to accept any offer.

I have not been terminated yet. Is it too early to call?

No. Early engagement almost always means more leverage. If a restructuring is underway or your role has shifted, contact us before the formal notice arrives.

I am planning to resign. Do I need a lawyer?

At the executive level, yes. Resignation can trigger equity forfeiture and accelerate non-solicitation obligations. Review before you act.

Can I negotiate an exit even if I am the one leaving?

Often yes. A mutual separation can preserve severance, provide a clean reference, and avoid triggering restrictive covenants a unilateral resignation might activate.

What counts toward my severance beyond base salary?

Target bonus, commissions, unvested equity that would have vested during the notice period, benefits continuation, and perquisites. We ensure nothing is quietly omitted.

Your career deserves serious representation. Book a confidential consultation with King Law →

The Process

01 — Confidential Consultation

We start by listening. You’ll speak directly with a lawyer about your situation — your agreement, your compensation structure, your goals, and what a good outcome looks like for you.

02 — Full Entitlement Review

We go through every relevant document — your employment agreement, equity plan, offer letter, any amendment history, and any separation proposal on the table — and identify the full scope of what you’re entitled to and where you have leverage.

03 — Advocacy That Moves

We engage the other side on your terms, with a clear strategy. We negotiate to resolution efficiently, or we litigate — and we prepare every file from day one as though it will end up before a judge.

PAGE 2  —  WORKPLACE DEFENCE & DISCIPLINARY LAW

Workplace Defence & Disciplinary Law

An allegation is not a finding. But the process starts the moment it is made.

When a workplace allegation surfaces — a formal complaint, a notice of investigation, a regulatory referral — the decisions made in the first few days shape how the matter resolves. King Law defends employees, managers, and regulated professionals at every stage of workplace disciplinary proceedings.

Who We Serve

Employees

Managers

Regulated Professionals

Senior Leaders

We have advised employers on conducting investigations and individuals on defending them. That dual perspective is what makes him effective for respondents — he knows exactly how these files are built, and where they are vulnerable.

What We Defend

Workplace Investigation Respondents  Being named in an investigation does not make you guilty. It triggers a process with real consequences. We advise you at every step: what to say, what to produce, and when the process has departed from procedural fairness.

For-Cause Termination Defence  A for-cause dismissal strips your severance and follows you. Ontario courts apply a high standard — many employers invoke it in situations that do not meet it. We challenge those positions.

Harassment & Workplace Violence Allegations  Reputational stakes are immediate, employer obligations are mandatory, and exposure can extend to criminal proceedings. We ensure procedural fairness is enforced, not just promised.

Fraud & Financial Misconduct Allegations  When allegations involve money, exposure extends beyond employment to criminal files and civil claims. We coordinate strategy across all concurrent proceedings from day one.

Regulatory & Professional Discipline  A workplace complaint can reach your regulatory body and put your licence at risk. We appear before regulatory organizations and advocate for outcomes that protect your rights.

Pressured Resignations & Constructive Exits  Forced departures do not always come with a formal notice. Demotions, intolerable conditions, and sustained pressure can constitute constructive dismissal. Before you resign, call us — once notice is given, options close.

Resign-or-Be-Fired Ultimatums  An ultimatum almost always signals a weaker for-cause position than the employer is letting on. Accepting a resignation may forfeit severance and foreclose other claims. We advise before you respond.

Policy & Code of Conduct Violations  Social media, conflicts of interest, confidentiality breaches — policy proceedings can end in termination with cause. We assess whether the policy was communicated, applied consistently, and the response proportionate.

Why King Law

Both Sides of the Table

We advise employers on investigations and defend individuals against them. We know how these files are built — and where they are vulnerable.

Former Federal Prosecutor

We understands evidence, how findings are made, and when to challenge. That is a different level of preparation than most respondents receive.

The First 72 Hours Define the File

What you say, sign, and produce in the first few days shapes how the matter resolves. We provide urgent guidance from the moment you contact us.

Clear Communication

You will not be left wondering where your file stands. Clients describe working with us as a relief — plain language, every step.

Cross-Proceeding Strategy

Workplace allegations rarely exist in isolation. We map downstream consequences across every forum and keep strategy consistent throughout.

Durham-Based. Province-Wide.

Based in Oshawa, serving clients and regulated professionals across Ontario.

Common Questions

Can I bring a lawyer to a workplace investigation interview?

Employers cannot be forced to permit counsel in the interview room, but you have every right to retain counsel to prepare and advise you throughout. We ensure you walk into every step knowing exactly what you are doing and why.

What does termination for cause actually mean — can I challenge it?

It means your employer is claiming your conduct was serious enough to justify dismissal without severance. Courts apply a demanding standard. Many for-cause positions do not survive scrutiny. We regularly challenge the ones that should not.

My employer is making my job unbearable. Can I resign and still have a claim?

Possibly. Unilateral and fundamental changes to your role or working conditions may constitute constructive dismissal. Before giving notice, speak with us — the sequencing matters.

I was told to resign or be fired for cause. What do I do?

Do not accept that framing. Contact us before responding to any ultimatum. The option of resignation often signals the employer’s for-cause position is weaker than presented.

I have been suspended pending investigation. What are my rights?

A suspension pending investigation can trigger its own legal consequences for your employer. Contact us immediately — decisions made during this period directly affect how the matter resolves.

How long does a workplace investigation take?

Typically four to ten weeks. Delay can be tactical. We monitor timelines and push where urgency is warranted.

An allegation will not wait. Neither should you. Contact King Law for a confidential consultation →

The Process

01 — Urgent Consultation

Contact us as soon as an allegation surfaces or an investigation is initiated. We assess the nature of the allegations, explain your rights within the process, and identify the immediate steps that protect your position before anything is formalized.

02 — Prepared Defence

We review every document before it’s produced, prepare you thoroughly for each investigative step, draft written responses where appropriate, and monitor the proceeding for procedural fairness failures. When the investigation has gone off the rails, we say so — and we act on it.

03 — Resolution or Challenge

If the investigation produces an unjust finding, or a termination that can’t withstand legal scrutiny, we pursue wrongful dismissal claims, human rights applications, regulatory appeals, or civil litigation as the circumstances require — with a strategy that connects every proceeding, not one that treats each forum as an isolated problem.

KING LAW — OSHAWA, ONTARIO

steven@kinglaw.ca   |   (905) 383-7416   |   kinglaw.ca

INTEGRITY  |  DEDICATION  |  PRACTICAL SOLUTIONS