Dutton Employment Law maintains a web site currently located at duttonlaw.ca (the “Site”) which provides articles, publications, information, data and other materials (the “Content”). The Site is provided to you subject to your compliance with these terms and conditions of use (“Terms and Conditions”). By accessing or using the Site you agree to be bound by these Terms and Conditions. If you do not agree to be bound by these Terms and Conditions, please do not access or use the Site.
Modifications to the Terms and Conditions
Dutton Employment Law reserves the right to change these Terms and Conditions at any time and your continued access to or use of the Site after such changes indicates your acceptance of these Terms and Conditions as modified. It is your responsibility to review these Terms and Conditions regularly.
The downloading of Content is done at your own risk. Dutton Employment Law cannot and does not guarantee or warrant that the Site or the Content are compatible with your computer systems or that the Site or the Content will be free of viruses, worms, trojan horses or disabling devices or other code that manifests contaminating or destructive properties. You are responsible for implementing safeguards to protect the security and integrity of your computer system and you are responsible for the entire cost of any service, repairs or connections of and to your computer system which may be necessary as a result of your use of the Site.
Disclaimer and Limitation of Liability
THE SITE AND THE CONTENT ARE PROVIDED “AS IS” WITHOUT WARRANTY OR CONDITION OF ANY KIND. USE OF THE SITE OR THE CONTENT IS AT YOUR OWN RISK. DUTTON EMPLOYMENT LAW DOES NOT MAKE ANY REPRESENTATIONS, WARRANTIES OR CONDITIONS ABOUT THE QUALITY, ACCURACY, RELIABILITY, COMPLETENESS, CURRENCY, OR TIMELINESS OF THE SITE OR THE CONTENT. DUTTON EMPLOYMENT LAW DOES NOT ASSUME ANY RESPONSIBILITY FOR ANY ERRORS, OMISSIONS OR INACCURACIES IN THE SITE OR THE CONTENT.
TO THE FULLEST EXTENT PERMITTED BY LAW, DUTTON EMPLOYMENT LAW DISCLAIMS ALL WARRANTIES, REPRESENTATIONS AND CONDITIONS OF ANY KIND WITH RESPECT TO THE SITE AND THE CONTENT WHETHER EXPRESS, IMPLIED OR COLLATERAL, INCLUDING, WITHOUT LIMITATION, THE IMPLIED WARRANTIES AND CONDITIONS OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND NON-INFRINGEMENT OR THAT THE SITE OR THE CONTENT ARE OR WILL BE ERROR-FREE OR WILL OPERATE WITHOUT INTERRUPTION. IN NO EVENT WILL DUTTON EMPLOYMENT LAW BE LIABLE, WHETHER BASED ON WARRANTY, CONTRACT, TORT, NEGLIGENCE, STRICT LIABILITY OR ANY OTHER LEGAL THEORY, FOR ANY DAMAGES OR ANY KIND (INCLUDING, WITHOUT LIMITATION, DIRECT, INDIRECT, INCIDENTAL, CONSEQUENTIAL, SPECIAL, EXEMPLARY, PUNITIVE DAMAGES, LOST PROFITS, LOSS OF USE, LOSS OF DATA, PERSONAL INJURY, FINES, FEES, PENALTIES OR OTHER LIABILITIES), WHETHER OR NOT DUTTON EMPLOYMENT LAW IS ADVISED OF THE POSSIBILITY OF SUCH DAMAGES, RESULTING FROM THE USE OF, OR THE INABILITY TO MAKE USE OF, THE SITE OR THE CONTENT.
No Legal Advice or Client/Solicitor Relationship
You agree that nothing on the website constitutes legal advice and that it is provided merely as general legal information.
All information should be followed up with an in-depth consultation and retention of a lawyer of your choice.
You further agree that no solicitor/client relationship is formed by the viewing, or reliance on anything found on the website. A solicitor/client relationship can only be formed with Dutton Employment Law by formal written contract. There is no way of forming a contract utilizing the website.
Communications Not Confidential
Dutton Employment Law does not guarantee the confidentiality of any communications made by you via e-mail or otherwise through the Site and cannot guarantee that any such communications are protected by solicitor-client privilege. If you wish to provide information of a confidential or sensitive nature to one of the members of our firm, please contact them directly by telephone.
No Unlawful or Prohibited Use
You agree that you will not, without our prior written permission, use the Site and the Content for purposes other than your own personal non-commercial use and benefit. You may not frame the Site or the Content or any part thereof on any commercial or non-commercial internet web site. You acquire absolutely no rights or licences to the Site or the Content other than the limited right to use the Site and the Content in accordance with these Terms and Conditions. You agree that you will not use the Site for any purpose that is unlawful. Except as expressly provided in these Terms and Conditions, any reproduction, retransmission, distribution, sale, republication, modification, translation of or creation of derivative works based on the Site or the Content, in whole or in part, and any decompilation disassembly, reverse engineering or other exploitation of the Site, without prior written permission, is strictly prohibited.
Third Party Sites
The Site may provide links to third party web sites. Dutton Employment Law does not endorse the information contained in those web sites or guarantee their quality, accuracy, reliability, completeness, currency, timeliness, non-infringement, merchantability or fitness for any purpose. The content in any linked web site is not under Dutton Employment Law’s control and if you choose to access any such web site, you do so entirely at your own risk.
Affiliate Links: Dutton Employment Law contains affiliate links, and if you buy something through our affiliate links, we may get a small share of the sale.
These Terms and Conditions are governed by the laws of the Province of Ontario and the applicable laws of Canada and these laws apply to the use of the Site or the Content by you, notwithstanding your domicile, residency or physical location. The Site and the Content are intended for use only in jurisdictions where it may lawfully be offered for use.
These Terms and Conditions, including any documents referenced herein, constitute the entire agreement between Dutton Employment Law and you pertaining to the subject matter hereof and supersedes all prior or contemporaneous communications and proposals, whether electronic, oral or written, between you and Dutton Employment Law with respect to the Site. A printed version of these Terms and Conditions and of any notice given in electronic form shall be admissible in judicial or administrative proceedings based upon or relating to these Terms and Conditions to the same extent and subject to the same conditions as other business documents and records originally generated and maintained in printed form. Dutton Employment Law’s failure to insist upon or enforce strict performance of any provision of these Terms and Conditions shall not be construed as a waiver of any provisions or right. If any of the provisions contained in these Terms and Conditions are determined to be void, invalid or otherwise unenforceable by a court of competent jurisdiction, such determination shall not affect the remaining provisions contained herein.
None of the information on this website is legal advice. Do not rely on anything you read on this website as legal advice. Information posted on this website is just a summary or an example of the law, and the law applies differently in all cases.
Dutton Employment Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.
If you require legal advice, you should contact a lawyer. In that regard, we invite you to contact us if you have questions regarding anything on this website or employment law advice, generally
Contacting us does not create a lawyer-client relationship.
Viewing this website does not create a lawyer-client relationship.
Dutton Employment Law is NOT liable for any damages related to the viewing of this website.
If you do not agree to the use of these cookies please disable them.
What are cookies?
Cookies are text files containing small amounts of information which are downloaded to your device when you visit a website. Cookies are then sent back to the originating web domain on your subsequent visits to that domain.
Cookies are useful because they allow a website to recognise a user’s device. Cookies allow you to navigate between pages efficiently, remember preferences and generally improve the user experience. They can also be used to tailor advertising to your interests through tracking your browsing across websites.
Session cookies are deleted automatically when you close your browser and persistent cookies remain on your device after the browser is closed (for example to remember your user preferences when you return to the site).
Use of IP addresses and web logs
We may also use your IP address and browser type to help diagnose problems with our server, to administer our website and to improve the service we offer to you. An IP address is a numeric code that identifies your computer on the internet. Your IP address might also be used to gather broad demographic information.
We may perform IP lookups to determine which domain you are coming from (eg google.com) to more accurately gauge our users’ demographics.
Information from these types of cookies and technologies is not combined with information about you from any other source and will not personally identify you.
Cookies policy does not cover third party websites
Please note that this Cookies policy does not apply to, and we are not responsible for, the privacy practices of third party websites which may be linked to or accessible through this website.