Labour & Employment Law Blog

Bank Employees

Zeilikman Law

Zeilikman Law

Bank Employees

The first thing of which you ought to be aware as someone who works at a bank is that you are federally regulated. This means that your statutory rights are governed by the Canada Labour Code, 1985 (“CLC”). When the CLC came became law, its purpose was to create similar protections arising out of the rules of dismissal to those accorded to unionized employees. For instance, a unionized employee can usually be terminated only if they are dismissed for just cause. Even after they are dismissed, they are free to grieve and arbitrate their dismissal. If successful, the arbitrator can reinstate them to their job with full backpay and fashion other remedies as he or she deems appropriate.

Similarly, if you are a bank employee who is dismissed for just cause you may either pursue a standard civil lawsuit against your former employer or have your dismissal decided by an adjudicator who can reinstate you to your former position and make you “whole” for the period of unemployment following your dismissal. An adjudicator will likely examine if you were the subject of performance reviews or progressive discipline prior to your dismissal to determine if the employer was justified in severing your employment summarily.

Although bank employees are entitled to progressive discipline prior to the termination of their employment for cause, bank employees are in a position of trust. This is because bank employees deal with financial matters. Honesty and integrity are important components of any employment relationship in all workplaces, however, these notions are at the forefront of the analysis when it comes to those employed by a bank. For instance, employees who engage in “kiting” (a practice involving the withdrawal funds following a deposit of a bad cheque from one bank account to another bank account) without adequate explanation, could be dismissed summarily even after many years of service. However, typically under most circumstances, some measure of progressive discipline must apply before a bank employer decides to terminate an employee and failure to do so may result in the dismissal being deemed unjust.

Over the course of our years of practice, we have represented numerous bank employees successfully. This is in spite of the fact that each case always presented its own unique facts and challenges with various degrees of severity. Our best initial advice was and always remains: if you are presented with a dismissal letter from your bank employer, obtain legal advice from a qualified employment lawyer first before taking any steps in your matter.

The above article is for general information purposes only, does not constitute legal advice or create a solicitor-client relationship. Because each case is unique and factually driven, if you have concerns with regard to the foregoing issues, please make an appointment with one of our lawyers or a qualified legal practitioner elsewhere. We represent clients in the Greater Toronto Area including Toronto, North York, Markham, Vaughan, Thornhill, Newmarket, Aurora, Brampton, Mississauga, Barrie, Ajax, Whitby, Pickering and Oshawa.

Legal Receptionist

Zeilikman Law is an employment law firm located in Vaughan, Ontario. We are looking to hire a legal receptionist to join our firm. Preference will be given to candidates who have experience working as a receptionist at another law firm.

Location: Vaughan, Ontario.

Start Date: Immediately.

Hours: Monday to Friday, 9 am to 5 pm. Full time. In-person only. This is not a remote work position.

Wages: 35,000 to 40,000 per year.

Duties and Responsibilities:

  • Manage our firm’s multi-line telephone system to receive incoming calls.  Screen incoming telephone call inquiries to determine the nature of the telephone call and provide standard information related to our legal services.  Take and deliver messages and route incoming telephone calls to the appropriate staff person.
  • Answer general inquiries coming from the firm’s social media and website email.
  • Welcome in-person visitors upon arrival.  Direct visitors to the appropriate staff person and / or office or boardroom.
  • Organize in-person visitor schedule to prevent overlap and multiple bookings.
  • Receive, sort, and distribute daily mail and deliveries.
  • Arrange for couriers.
  • Keep front reception, kitchenette area and boardroom tidy.
  • Perform various clerical duties such as filing, photocopying, and faxing on an as-needed basis.
  • Process client or other payments.
  • May be asked to run minor errands outside of office such as attending post office to arrange a courier or pick up mail.
  • May be asked to assist other law clerks or lawyers of the firm as required and as appropriate.
  • Any other basic administrative duties or tasks as deemed appropriate.

Required Skills:

  • Basic knowledge of general office procedures including filing, faxing, and printing and copying.
  • Basic word processing computer skills.
  • Proficient in receptionist and telephone practices, etiquette, and decorum.
  • Professional attitude and appearance.
  • Excellent organizational skills.
  • Positive customer service attitude is a must.
  • Must be able to maintain confidential and sensitive information.

Education and Experience:

  • Highschool diploma or equivalent.
  • 1 – 2 years’ experience in an office setting with an emphasis in accounting, reception or clerical work is required.   We would prefer experience in a law firm environment.

Applications for this position should be sent via email to jennifer@zeilikmanlaw.com. All applications should include a cover letter, resume and at least two references. Only successful candidates will be contacted.