Your law school`s career development office organizes helpful recruitment sessions, including workshops on cover letters and resumes. We recommend that you participate. Comments on these procedures may be submitted to the Law Society for consideration at the end of the recruitment cycle. Comments may be made in writing to Counsel, Licensing and Accreditation by email at articling@lso.ca. The company plans “internal interviews” in the company during the interview week. During the second-year recruitment process, the interview week takes place in early November following the on-campus interviews. During the recruitment process for the first year, the interview week takes place at the end of February. We conduct the first interviews on the first day of the interview week and follow-up interviews on the second and third days of the interview week. If you are receiving internal interviews, you should be in Toronto at least by the end of the third day of the interview week. As part of the summer student recruitment process: (1) If you receive a CLB from Aird & Berlis, your school will notify you and provide you with your CLB schedule; and (2) if you obtain an internal interview with Aird & Berlis, we will notify you by email that we will call you on “Call Day” to schedule an interview during the maintenance week. The recruitment processes for first and second year positions have a lot in common, with one significant difference. The recruitment process for second-year positions includes on-campus interviews (“OCS”), which typically take place in September or October, depending on the law school, and internal interviews, which typically take place in early November. There is no OCI in the first year recruitment process, but there are internal interviews that usually take place at the end of February.
As previously mentioned, due to the COVID-19 pandemic, the recruitment schedule for summer positions was changed in the first and second year. The OCI is held in February, and the interview week for the first and second year summer positions is held in early March. For more information, see the Law Society of Ontario`s Recruitment Procedures. These procedures are binding on all students and lawyers involved in recruiting students for summer positions in Toronto for the year mentioned in the title. These procedures must be followed both in spirit and in letter. Our summer and articling programs are limited to law students. The recruitment of summer students and articling students is governed by the Law Society of Ontario (“Law Society”) guidelines. Applications are only accepted via the online application portal. Applications received elsewhere will not be considered. It is the responsibility of all participants in summer student recruitment in Toronto to ensure that the integrity of the process is maintained by following these procedures. Violations or circumventions of these procedures must be reported in writing to the Law Society to the attention of the Director, Licensing and Certification by email to articling@lso.ca. Aird & Berlis participates in two separate recruitment rounds for summer students: one for second-year summer students and one for first-year summer students.
Each of these rounds of recruitment is subject to the Law Society of Ontario`s summer recruitment procedures, which prescribe specific application deadlines, interview schedules and job offers, and various guidelines for employers and students. Visit the Law Society of Ontario`s website for more information. Please note that due to the COVID-19 pandemic, the Law Society of Ontario`s recruitment procedures have changed. The recruitment of first-year summer students is subject to the Law Society of Ontario`s guidelines. “Recruitment procedures” means open days, office visits and similar activities offered to students, as well as all activities created by a company and aimed at individuals or target groups to promote employment in that company, including, but not limited to, conducting an interview and making a job offer. (“recruitment activity”) Comment: Activities that are not considered recruitment activities include participation in law school orientations, career fairs and mock trials; Lunches for laureates and seminars or other educational opportunities for students whose participation is open to one or more recognized groups of law students. Jobs should be advertised openly. Informal recruitment practices may exclude individuals from groups that are not already represented on the firm and those who may not have social contact with lawyers or paralegals.
Applications received by 5 p.m. on July 9, 2021 will be processed regardless of when received. Comment: When deciding whether or not to invite a candidate to an interview and determining the time and date of such an interview, the date of receipt of applications submitted before 5 p.m. to 9 p.m. July 2021, not included. Why should you start a legal career at this stage of your life? Any offer made at 5 p.m. on or after August 12, 2021 will remain valid for a reasonable period of time. Will you be taking maternity leave in the next 5 years? The “2022-2023 licence cycle” covers the period from May 1, 2022 to April 30, 2023. (“2022-2023 Licence Cycle”) Questions about creed or religion, unless asked by an advocacy group such as a church. If an employer makes an early offer to a student, the student accepts only after the employer has already scheduled interviews with other students, and that position is no longer available as a result of that acceptance, the employer must contact those other students to cancel those interviews as soon as possible. Example: A job application for a position that indicates that the firm has a position for a “dedicated young lawyer” is inappropriate. While it is reasonable to require the lawyer to be hired, it is not appropriate to require a young lawyer.
This could discriminate against newly appointed lawyers who are mature. A lawyer should be required to be “engaged and engaged within the first three years of admission to the bar”. Hamilton Law Society – Companies Hiring Articling Clerks 2021-2022 Best Practices for Summer Recruitment and Articling Activities in Toronto It is the responsibility of all businesses to ensure that their hiring processes reflect the profession positively, are free from bias or the appearance of bias, and comply with lawyers` rules, paralegal rules and the Ontario Human Rights Code. 1The guidelines are published by the Ontario Human Rights Commission, Human Rights at Work 2008 – Third Edition (Toronto: Ontario Human Rights Commission, 2008). 2The term “firm” is used to include all employers of students and candidates, including law firms, individual practitioners, corporate legal services, ministries, ministries and legal clinics. Back to top 2022 Summer Recruitment Deadlines 2L and dates for Ottawa Law Society of Newfoundland and Labrador Articling Information The Code establishes the right to work without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, faith, sex, sexual orientation, gender identity, gender expression, age, crimes, marital status, marital status or disability. The Lawyers` Code and the Paralegal Code prohibit discrimination on the same grounds, and the principles of the Code of Civil Procedure apply to the interpretation of these rules. Discrimination can result from an act or omission, whether intentional or unintentional. Intent is not a prerequisite to a finding of discrimination under the Code.
Discriminatory conduct in any aspect of the hiring process violates the Code and may constitute professional misconduct. The requirements of the job should be presumed to have a purpose rationally related to the performance of the work, in good faith and in the belief that it is necessary to achieve a legitimate purpose related to the work and reasonably necessary to achieve the purpose related to the work. Questions about the offence are inappropriate, except for those that determine whether the applicant has been convicted of an offence for which no pardon has been granted (these questions are admissible). “Firm(s)” means an employer of articling students, including a law firm, an independent practitioner, corporate or not-for-profit litigation, a government agency and a clinic. Excluded are the Supreme Court of Canada, the Tax Court of Canada, the Court Martial Appeal Court of Canada, the Federal Court, the Federal Court of Appeal, the Ontario Court of Appeal and the Ontario Superior Court of Justice. Students who serve the judges of these courts do not need to be hired in the manner specified in this procedure.
