Preddie Law provides legal services in the areas of Labour & Employment, Human Rights Investigations, and Consumer Rights throughout the Niagara region.

About Preddie Law

Arlene C. Preddie, Esq.

Arlene C. Preddie, Esq.

Arlene Preddie graduated from Rutgers Law School—Newark, NJ in 2002 with a Juris Doctorate. She was admitted to the New York Bar in 2003. She initially worked as a law guardian for children in Brooklyn, NY before working in insurance defence in the United States and Canada as a claims attorney.

As a claims attorney, Ms. Preddie enjoyed the creative thinking and empathy required for employment claims. Preddie Law Office focuses on providing legal services in the practice areas of ​Labour and Employment, Anti-Black Racism, and Human Rights law.

Keeping You Informed

Employment and COVID-19: What You Should Know

The Employment Standards Act, 2000 (ESA) sets out minimum standards of employment for most employees in Ontario workplaces. It does not prohibit employers from requiring employees to stay at home due to potential public health risks, like COVID-19 (coronavirus). Generally, an employer is not required under the ESA to pay an employee wages if the employee has not worked. Some employees may have additional rights under: an employment contract (including a collective agreement) the …

Read More →
Keeping You Informed


FEDERALLY REGULATED EMPLOYEES AND TERMINATION PART III of Canada’s Labour Code (the “Code”) governs the Standard Hours, Wages, Vacations and Holidays for federally regulated employees.  If you are employed by one of the following businesses and industries, most likely your working in a federally regulated sector:  • Banks; • Marine shipping, ferry and port services; • Air transportation, including airports, aerodromes and airlines; • Railway and road transportation that involves …

Read More →
Keeping You Informed

Resources for Employers

Workplace Conflict Conflict in the workplace can stem from such things as personality differences, unfettered gossip, and inequity of resources.  Workplace Conflict reduces productivity and can be costly if it ends in litigation.  Employers can manage workplace conflict by dealing promptly with conflict that employees cannot resolve amongst themselves. To manage conflict, employers should ensure that: 1) policies and communications are clear and 2) the decision making process is transparent. …

Read More →
Keeping You Informed

Terms & Definitions

Table of Contents SEVERANCE PAY Severance pay compensates an employee for losses that occur when a long-term employee loses their job and is reserved for long term employees only. The intent of severance pay is to compensate an employee for loss of seniority, the value of firm-specific skills, and recognizes an employee’s duration of service. In order to qualify the employer must: have an annual payroll of at least $2.5 …

Read More →

Why Preddie Law

Employees:  Tired of facing Goliath without your slingshot?

Let’s face it many of us have had our rights trampled on and didn’t have the energy or resources to fight the elephant in the room. Preddie Law is not the cheapest or the most expensive Law Office but she offers rates that should fit most budgets giving more longevity to a client’s resources. If your looking for a firm that is open to challenging traditional ways of thinking and practicing law, try Preddie Law.

Note, one cannot contract out of the minimum payments set forth in the Employment Standards Act. Moreover, if the common law presumption of reasonable notice has not been clearly rebutted, then the employee is entitled to pay in lieu of notice for the reasonable period under the common law.

Employers:  Difficult Employee?

While one cannot contract out of the minimum payments set forth in the Ontario Employment Standards Act, the common law entitlement to reasonable notice, or pay in lieu of notice can be shortened by contract.

Note, a new employment contract can be presented to an employee after they have been hired. However you may have to provide fresh compensation and give the employee a chance to consult with a lawyer before the employee signs the new contract.

Consumers:  Your  consumer rights.

I represent consumer protection matters  including contracts and memberships.

For Employees

Experiencing a workplace issue?  Contact Preddie Law immediately so we can help determine the best course of action for your situation.


Severance Pay

Find out how much severance you are owed.  


Wrongful Dismissal

Did your employer have cause to terminate you?


Termination Without Cause

Are you owed a severance? How much?


Constructive Dismissal

Changes made to your employment?  What are your options?


Termination "For Cause"

Are you entitled to severance pay?  If so, how much and when?


Harassment & Discrimination

Are you a victim of workplace harassment? We can help.


Pregnancy and Parental Leave

Are you entitled? Have your rights been denied? Find out.


Ministry of Labour Complaints

Should you contact the Ministry of Law?


Temporary Layoffs

Changes made a work?  Discover your options.


Duty to Accommodate

Have you experienced a violation of your rights?


Employment Insurance and Severance Pay

Are you entitled to EI or severance pay?

For Employers

Having employee issues?  Not sure what to do?  Are you liable?  Contact  Preddie Law as soon as problems arise – avoid costly litigation.
Are you handling termination correctly in your organization?  Contact Preddie Law to determine whether an employee is entitled to severance pay, calculate severance pay, and draft termination letters. Sample termination letters :   Contract with Termination Clause and Termination Letter. Contact Preddie Law for review.

Learn how to reduce and manage employee / employer issues.

Get a better understanding of the Employment Standards Act.

Learn how to deal with, and avoid, privacy issues in the workplace.

Preddie Law can assist you with workplace investigations.

Contact Preddie Law for performance and disciplinary solutions. When formal coaching and discipline is needed, your company should have clearly defined policies relating to the disciplinary process. Discipline should range from verbal warnings to written warnings to termination and be based on objective criteria. The discipline applied in a particular situation should be consistent with your company’s established policies and history of disciplining employees.  See sample Performance Improvement Plan

All Ontario employment agreements must comply with the Employment Standards Act (“ESA”), which prohibits any agreement that does not uphold the minimum standards set out in the ESA. While every contract is personal to the employer and the employee, common clauses in an employment contract may include the following clauses: Termination Clause , Non-Compete Clause, Non-Solicitation Clause, Confidentiality Clause, Bonus Language, Privacy Clause, Fail-Safe Clause, Severability Clause, Probationary Clause, and a Lay Off Clause.

Again, depending on the sophistication of the employee and the position the employment contract should contain many of the above listed terms.

Contact Preddie Law for review of your Employment Agreement and discussion.

See sample Employment Agreement.

Fee Structures

Hourly Rate

  • $275 per hour + HST

Notary Services
$35.00 for the first page.  $20.00 for each additional document.

Limited Scope Retainers
Also referred to as unbundled services, limited scope retainers allow a lawyer to provide limited services to a client, such as representing the client for only part of a legal matter.  Rates can be hourly or a set fee.

Fee options will be determined after discussion with the client.


Preddie Law Office

Arlene Preddie, Esq

(905) 687-4000 (Niagara)

Scroll to Top