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The perfect mustard

mustard
If you ask for mustard at a French bistro, you’ll get a strong Dijon, handmade in a little village three hundred kilometres away.

If you ask for mustard at a game at Fenway, apparently you’ll get Gulden’s.

Within a rounding error, all mustard costs the same. It’s not about the price. It’s about coherence with the story. When a Marriott brings you the little sealed bottle of fake dijon from Heinz, they’re not offering you mustard, they’re sending a signal about what they think is fancy.

And at the ball game, the yellow mustard in a giant pump tells a story as well.

Is one better than the other? It’s a matter of taste and context. Of course, I have a favorite mustard and a narrative about what’s appropriate in a given setting, and so does just about everyone else I know. But favorite is different than ‘right’. There’s no absolute scale. How can a mustard be yuppie? Pretentious? Down to earth? It’s simply a condiment.

And yes, there’s a mustard analogy in everything you do. In how you shake hands, in the typeface you use in your presentation (and whether you call it a ‘font’), in the volume you choose for your voice when in conversation.

Being in sync is a choice.
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Portion Control

vintage-kitchen-measuring-scales
That’s the two-part secret of smart eating–you don’t have to eat everything on your plate, and if you’ve got trouble with that, put less on the plate to begin with.

But the same rules apply in our daily lives. If a meeting is scheduled for an hour, you’re allowed to leave after ten minutes if you’re done.

The hard part isn’t ‘portion’, it’s ‘control’. Self-control is underrated.

The digital economy has created an endless buffet, and it’s easy to overeat. When confronted with infinity, is it okay to blink?

Portions are up to us.
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The Enforceability Of Employment Arbitration Agreements In Question

arb agr
Some employers include arbitration clauses in their standard form employment agreements as the arbitration process can be a confidential and cost-effective method of resolving legal disputes with employees. However, the recent decision by the Ontario Superior Court of Justice in Rhinhart v. Legend 3D Canada Inc., 2019 ONSC 3296 (Rhinehart), calls into question the enforceability of arbitration clauses in employment agreements. As a result, employers who utilize such should review whether they wish to continue to do so given their limited value in employment relationships. Read More...

Ontario Court Of Appeal Affirms "Cap" Of Twenty-Four Months Absent Exceptional Circumstances

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On June 19, 2019, the Ontario Court of Appeal released a decision in Dawe v. Equitable Life Insurance Company of Canada. One of the issues in the case which will be of interest to Employers concerned the Plaintiff's entitlement to notice, and whether an award of thirty (30) months was appropriate in the circumstances. Read More...

Employee's Attempt To Solicit Clients From Former Employer Proves Costly

restrictive-agreement-sm
Restrictive covenants (such as non-competition and non-solicitation clauses) are a common feature of many employment agreements. It is relatively rare, however, that companies resort to litigation to enforce these requirements by way of an injunction. This may be down to the costs associated with doing so, or that the required legal threshold to obtain an injunction is high.

There are circumstances, however, where it will make sense to seek an injunction. In order to obtain an injunction against a former employee (i.e. to force a party to stop doing something), an employer must be able to demonstrate that:

  • there is a serious issue to be tried; and
  • the employer will suffer irreparable harm if the injunction is not granted (i.e. harm that cannot be quantified in monetary terms or cannot be cured by the payment of damages).
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